Hathway Interview Questions
& Process

First, there was a standard call with the company recruiter to go over the role and ensure it was a good fit. After that, I received a 48-hour take-home assessment that needed to be completed using Angular. I dedicated about 8 hours to finishing it; it wasn't overly challenging and I met all the requirements. My feedback is that the tech team should be more diligent in providing feedback to candidates who invest their time in interviews and assessments. As a tech lead myself, I've always made sure candidates received proper feedback, unlike some teams who might discuss candidate submissions internally. This transparency shows respect for the candidate's effort.

I met with a few people, including some engineers and a VP of product. Then for the second interview, I met with the director of engineering and some other officers. Everyone was really nice, and it didn't feel like a cold interview. The interviewers seemed passionate and like they wanted to hire people with similar mindsets. I felt challenged after the interview and appreciated the experience.

The process started with an external recruiter screen and then an internal recruiter screen. After that, I had to do a big coding challenge before even talking to the team. The catch is, I only had 48 hours to submit it. They sent it in the morning of a workday, even though I told them I work full-time and wouldn't have free time that day. The challenge was to build a whole Angular app from scratch, which would take many hours. Honestly, being asked to do two days of free work just for a chance to talk to the hiring team and see if we'd be a good fit felt like a major red flag. Also, calling it 'just a small coding test' when it would take so much personal time felt like another red flag about their work/life balance. So, I decided to stop the process there. It seems like Hathway hasn't changed this part of their process. My advice: Respect people's personal time; more than a couple of hours unpaid is disrespectful. Instead of starting from scratch, give candidates a working codebase and ask them to add a feature – it shows the same skills but takes way less time. Give candidates a full weekend of their choice to complete it. Starting the clock when we already have other commitments is really rude. And a chat with the hiring manager should come before the coding assignment, so we can figure out if it's a good fit before I invest a lot of time.

I talked to a recruiter, then I had interviews with two senior leaders from the PM department. The interview process was pretty easy and fast. I got an offer, but I turned it down because of their benefits. What really got me was their Maternity Leave policy, or lack thereof. Hathway offers NO paid maternity leave. They just said to apply for Short Term Disability, which is 6 weeks at 60% pay. I thought that was wild for a company that seems to think it's modern and supportive of employees. This Maternity Leave policy shows how much Hathway doesn't support women and families.