LogicManager Interview Questions
& Process

It was a 4 stage interview process. It started with a recruiter. The recruiter and the Director I spoke with were not difficult to talk to. However, the CEO was the most unprofessional individual I have ever met. He was 30 minutes late, dismissive of me and my experience from the start and completely dominated the conversation. He was unable to even look into the camera and thought I needed a "CEO" to explain to me how busy he was. I spent hours preparing for a mock discovery call only for him to say with in 3 minutes of speaking that "He didn't need to go through a role play because he already knew everything he needed to know." I walked out hoping to be declined for further interviews and after reading reviews here I knew I dodged not just a bullet, but a cannonball.

The interview process kicked off with a recruiter call, covering standard screening questions. After that, I was told about an aptitude test, and passing that meant doing an assignment before meeting the hiring manager. The test was simple, and then came a big 4-step assignment that had to be done before the actual interview. It was a long assignment where I had to create various marketing assets. Honestly, it felt a bit off, but I did it since I was looking for work. The hiring manager interview was mostly normal, except for a logic question that felt out of place. What bothered me most was that the interviewer didn't even bring up my writing assignment. When I asked, she just said she'd seen it, but that was it. I got a standard rejection later, though there were more steps if I had advanced. The whole process felt too drawn out for the company's size.

HR reached out after seeing my LinkedIn, and we had an initial screening call. Later that day, I spoke with the tech hiring manager, who asked about my background and reasons for using certain technologies. Then came a coding task involving React and a REST API. The on-site interview was about a week later. Communication from HR was a bit rough; I had to chase them for details and directions the day before. The on-site itself was intense: four rounds over three hours. First, an application architect had me whiteboard a project's architecture and explain design decisions, finishing with a simple math problem. Next, two developers hit me with rapid-fire JavaScript questions, scrutinizing my answers. The third round, with a senior dev and the QA lead, focused on past experience, Agile, and best practices. The final round with the hiring manager/VP involved another project whiteboard and a consulting-style critical thinking problem. The on-site was enjoyable despite the intensity, as the team seemed friendly and eager to learn. Post-interview communication could be better; the uncertainty nearly made me accept another offer before LogicManager's offer came through, which I accepted.

I had a first round phone interview, discussed salary expectations etc. This went well so I had a second phone interview, again everything went well and I was invited in for an in-person interview. Interviewed by four people and everything seemed to be above board and was actually feeling confident I would be offered the position. Salary was also discussed during the interview and we all appeared to be on the same page. A week later I received an email from the hiring manager stating that I'd be a great fit, they want me to come on board but on the condition that my salary would be 30% less than what I asked for. I was a bit dumbfounded as this was a change from the discussion during the interview. I believed it was just a hard bargaining tactic and this is just part of the negotiation. I responded, appreciate the offer and extremely interested in the role but would need to have further discussion around salary. No response... A week later I follow up with a polite email reminding them that I was waiting to hear back. Again, no response. They knew my salary expectations from the start of the process and at no time was it raised as an issue in any of the three interviews. I believe the salary was a fair, market value rate. Definite red flag that they would go through the whole process without raising salary as a potential issue then make it condition of making a job offer. Came across as disjointed and poorly managed, especially the lack of follow up.