interface AI Interview Questions
& Process

The VP of Marketing reached out to me on LinkedIn about joining a team he was building. I didn't apply for this position. The initial conversation went great, but that's where the positive experience ended. The Talent Acquisition person then took over. She was constantly emailing me at all hours, even late at night and on holidays, trying to schedule and reschedule meetings, even asking me to meet on a Sunday to fit the CEO's schedule. This happened between mid-December and early January, over the holiday period. I was asked to create and present a case study for the CEO, which I ended up doing over my Christmas vacation. The CEO was late for our meeting on December 30th and asked me to wait on hold for about 10 minutes while he reviewed notes. Then, he took a personal call from his mom, stepping away from the camera for a bit. After that, he went on tangents, asking disjointed and inappropriate questions that seemed unrelated to the role or my experience, even laughing when I mentioned legal concerns about answering some of them. He never asked about my background, past successes, or how I'd approach the role. I tried to steer the conversation to the case study I prepared, but I never got to present it. When I finally had a chance to ask questions at the end, I asked about how the business drives primacy for financial institutions and their customers. The CEO just said he'd spoken on the topic before and sent me a link to watch, avoiding all my business questions. It felt like he was fishing for competitive intel. After the holidays, I got a 'no-reply' email stating I didn't get the job, which felt like a strange way to end things after all the communication. I'd advise others to be cautious if this company reaches out.

It was a three round interview process. The first two rounds were standard recruiter calls and a technical screen. The final round was with the CEO, which included discussions about my past experience, the tools I've utilized, and my understanding of the company. There was also a sourcing assessment for a specific role via LinkedIn.

At first, talking with them was easy, and they replied fast. But after the recruiter took a break, things stopped moving. I eventually got an email saying the job was on hold. I have some thoughts on how you could improve your hiring. Since this job is for an HR person in charge of hiring, it's really important that the experience you give candidates is good and steady, because it shows what your company is like. Looking at what others have said online (like on Glassdoor), it seems like there are definitely some issues with the company culture. Being honest about these problems, especially when you're hiring someone to fix them, would be a good idea. Hope you can make things better with this process.

The interview process kicked off with a medium-level problem focused on the sliding window technique. This was followed by a round that included a basic design question, a code review, and another medium-level DSA problem. The final round was all about assessing cultural fit. After finishing all the interviews, I was first told I'd successfully cleared and an offer was coming soon. But then, they said hiring strategy and pace were changing because of financial issues. It felt like a waste of time and showed bad leadership.