LogicMonitor Interview Questions
& Process

After I applied online, a recruiter reached out within three days for an initial screening. The recruiter gave me a good rundown of the job and what to expect interview-wise. That first call, about 30 minutes, covered my background, why I was interested, my hopes for the role, and some about the company vibe. They said I'd move on. Next up was a chat with the hiring manager, digging into technical stuff like strategic partnerships and channel development. I had to give examples of how I hit growth goals. It was pretty organized, and they answered my questions about team goals and what the company expects. Then came a practical task: create a 30-60-90 day plan and a Deal Win presentation for LogicMonitor, focusing on the Mexico market. This took a good chunk of time to lay out strategies for breaking into and growing in that market. They said I'd get feedback on it. After I sent that in, I had a final interview with a senior leader. This one was more free-flowing, checking if I fit with the company's big picture and values, and discussing my task. Even though things seemed positive, I didn't end up getting an offer. They told me the decision quickly with hardly any details.

They told me to stay away because they wasted my time. The interview process had 3 rounds: Technical - 1, Technical - 2, and Managerial. They insisted on a face-to-face (F2F) round but didn't tell me beforehand. After the first virtual round, they called me to the office for the next technical round, saying it was the final F2F. But after finishing the second round and leaving, HR told me the next round was virtual, then changed it back to F2F the next day. I went back to the office for the third round, the Managerial round, which I thought went well. At the end of that, HR said she'd schedule the HR discussion. I waited a few days and contacted her, but never got links to upload documents or schedule the HR round. I emailed HR and the coordinator about my concerns and that I was going to pursue a new opportunity. The next morning, I got a call, but I declined to continue. A week later, the recruiter called again, insisting the company wanted to move forward. I emailed HR again, suggesting they call me later since I was on office premises. She said she'd call, but never did. This shows a lack of basic courtesy in communication and decision-making from the HR team.

So, there were 4 rounds in total. 3 were technical rounds and the last one was a techno-managerial round. The interviews really dug into Java, multithreading, SQL, and DSA. It all took about a month from start to finish to get the offer. The technical interviews really hammered on Java specifics, like multithreading for handling stuff concurrently, SQL for working with databases, and DSA to see how well I could solve problems. The techno-managerial round, I guess, was to check if I had the technical chops along with the people skills needed for the job. They paid close attention to whatever tech was on my resume, especially Spring Boot since it's a big deal for them. Overall, it was a pretty thorough and tough process, you really need to know your Java, multithreading, SQL, and DSA, and also highlight Spring Boot and other resume stuff.

The hiring process kicked off with a coding assessment that had four questions and took about 1-2 hours to complete. Then, there was a 45-minute chat with the hiring manager, followed by two more 45-minute interviews with other team members. They also included a CCAT assessment, which is basically an IQ test. I really liked how fast everything moved, with hardly any waiting around; many parts could be scheduled for the next day. The manager interview was awesome; he was great at digging deep to pinpoint the exact limits of my knowledge. We got to explore topics I knew well and even some specialized areas. I felt I really showed off how much I know and my experience. On the flip side, I was let down by the interviews with the team members. They didn't seem to try hard to find out what I knew, just assumed I wasn't knowledgeable enough. For instance, they asked about Kubernetes CRDs. I haven't had to create a custom CRD myself, but I've definitely deployed them. There are tons of other Kubernetes components I've worked with hundreds of times and deployed, like deployments, statefulsets, daemonsets, services, ingresses and ingress controllers, configmaps, and secrets, but they didn't ask me to go into detail on any of those. It felt like as soon as they heard I haven't used one thing much, they figured I wouldn't know much about others. DevOps/SRE is a huge area, and knowing specific tools isn't always the key; it's more about problem-solving and building solutions. A good interview should push you to show what you know, not just dismiss you for what you don't, in my opinion. And if they need more detail, they should ask for it! Don't expect them to read your mind or just say 'okay' and switch topics.