LiveFlow Interview Questions
& Process

The process started with a quick screening interview, then I got a take-home assignment that was pretty well put together. It wasn't super hard, but it took some effort to really grasp the algorithm and the context. After that, I had a really respectful and empathetic conversation where I explained my approach and reasoning. Next, I had to present a project I was mainly in charge of. Looking back, I realize I could have done a better job showing my impact, especially around teamwork, leadership, lessons learned, and results. I also didn't use structured methods like STAR or CAR, partly because I wasn't as confident in my presentation skills as I should have been, but I'm working on that. If I had moved forward, there would have been two more steps: one about my career path and a final chat with the founders. I'd totally recommend this company for its great work environment. All the best to the team.

It was a 4-round process: first a recruiter call, then a hiring manager interview which was behavioral and for culture fit, followed by a talk with the CEO. The recruiter was great and responsive. However, many of my questions were not well answered, possibly depending on the role. The questions were a bit strange, as others have noted; it seemed they weren't sure why they were hiring for the role, just that they needed someone. The behavioral/culture fit interview focused on past roles and managers, asking to rank them on a scale of 1-10 and explain why. Strangely, they focused on jobs from years ago and work done in High School, not my current role at all. The CEO later asked similar questions about past teams overall and to rate them. A red flag was when the CEO asked about my current role's daily schedule and if I was okay with longer hours or if it made me mad. They seemed nice but had odd questions and processes.

The COO reached out to me directly to schedule an interview, which made me think it would be a senior-level and respectful chat. However, the interview itself felt off and, at times, dismissive. Even though I have over a decade of experience, they asked me basic questions that didn't match my background or current responsibilities. Instead of digging into my strategic thinking or leadership skills, it felt more like an interrogation about fundamental execution abilities. This gave the impression of micromanagement and hinted at a really controlling work environment. The process also seemed unnecessarily centralized, with the COO staying in tight control even though a recruiter initially set up the interview and ended up delivering the rejection. I get that it's an early-stage startup, but respecting candidates' time and experience is still important. I was already planning to back out, but this was one of the worst interview experiences I've had. I wouldn't suggest this process for senior candidates.

So I first sent in my CV along with a loom video of a project I did. They got back to me pretty fast and asked me for a screen interview. It was a chill chat mostly about my career. Next up was a technical interview where we talked through my thought process for a system design. After that, I had a behavioral interview with the CTO, and knowing their company values really helped there. Finally, I had another behavioral chat with the CEO. Everyone was pretty cool to talk to. The whole thing wrapped up in under two weeks.