Kraken Digital Asset Exchange Recruiter Interview Questions
& Process

The interview process involved a screening call, followed by a hiring manager call, then a take-home task, and finally a live sourcing task, with a potential fifth stage. The interviews were informative, straightforward, and quick. I got my questions answered and received some prep materials. Personally, I think companies should choose either a take-home task or a live task, not both. In this market, especially in the UK, candidates might accept other offers by the time the second task is completed, which is what happened to me. The company seemed good and the people helpful, but the process wasn't keeping up with market speed.

I was contacted on LinkedIn by a recruiter for a position on his team. The interview was a formal stage with 2 behavioral and 1 situational question, all in under 30 minutes. I was disappointed not to get information about Kraken's recruitment challenges and methods, which I think is the point of a recruiter call. A tip for Kraken's TA team: recruiting isn't just about finding candidates for jobs; it's also about employer branding and, most importantly, candidate experience. Candidates, especially those contacted by a recruiter rather than applying directly, should be informed about the nature of the discussion, whether formal or informal, before being asked to invest their time.

I had to sign an NDA, so I can't share many specifics. However, I strongly advise thorough preparation for probing questions. The team was highly competent, providing relevant and prompt feedback, setting a high standard compared to other tech and fintech companies I've interviewed with. This was a significant factor in my decision-making process when considering multiple offers. I found it challenging because they were very thorough in their assessment to ensure the right hire. Everything was relevant to the industry and the level, and there weren't an excessive number of rounds.