JFrog Application Support Engineer Interview Questions
& Process

My interview process involved a 30-minute phone chat with a recruiter about my background. Then, a 30-minute video call with the hiring manager, where we discussed my resume, why I'm a good fit, and their company's hybrid policies and on-call schedule. Finally, a 90-minute technical interview with two managers where I had to complete 4 tasks. I struggled with the first task, which was finding a text file on a server using Linux commands. The environment was friendly and helpful, and I learned a lot about network troubleshooting, like the difference between ping and traceroute and that telnet only checks allowed ports. It was just unfortunate that my skills weren't quite enough to move forward.

The recruiter mentioned there would be a Linux, Scripting, troubleshooting and lastly discussion round (knowledge on programming in any language is a requirement). The first round had technical questions, just normal conceptual questions. Later when I was told about the role, the interviewer stated that you'd be handling tickets, I said yeah, obviously I'll be troubleshooting the ones that I can (typical L2 support responsibility) and the ones That are code level issues I'll escalate to L3. The interviewer stops me and tells me, No, we have separate team for that... You'd just be assigning devs tickets and Follow-Up, if they are done or not. I then asked the interviewer, why is he asking me technical questions on Linux, SQL, python etc then...its not like a technical role He looked at me blankly, and my interview concluded.

It was about 4-5 interviews total, and took roughly a month. The first was a chat with the manager, which went well. Then came a technical interview and a 30-minute chat with another hiring manager; it wasn't too tough. The third interview was with the director, where I got a couple of yellow flags, but it was mostly standard stuff. The fourth was an in-person meeting with HR, which is where things got a bit weird. Typical HR questions mixed with some odd ones. I mentioned a salary expectation of 120,000 and was asked to justify it, which I did by saying it was based on previous experience and market research, and that seemed okay. They also talked about company values, which felt a bit cultish or like a sales pitch. While still onsite after the HR interview, the director surprised me with a short fifth interview, asking again why I left my last job, wanting more details. This felt really strange, especially since the only technical part of the process was the second interview. Everything else focused on tenure, and combined with their insistence on specific references, it made me suspect high employee turnover, possibly due to management issues rather than the hires. After the HR call, they asked for more references I hadn't cleared, and I decided to withdraw from consideration due to too many red flags.