Loom Interview Questions
& Process

The interview process started with a recruiter screen, followed by a hiring manager behavioral interview, and then a take-home case study. The final round, known as the Super Day, included several interviews: a data interview, a design interview, an engineering interview, a case study panel, a "leadership" interview with the COO, and a second hiring manager interview. It felt pretty standard for product managers. Everyone I spoke with seemed great, but there were two major red flags. First, the COO during the "leadership" interview was really unhinged and inexperienced, which was unlike any C-suite interview I've had. She was condescending, asked irrelevant questions, showed flawed logic, and didn't seem to understand product management basics, suggesting she's inexperienced and possibly a megalomaniac, indicating a fear-based leadership style. I hope the Atlassian acquisition helps the employees. Second, after weeks of interviewing and finishing the final round, the recruiter sent a boilerplate rejection email, which was incredibly rude given the effort involved. I wouldn't have accepted an offer anyway after meeting the COO and seeing the unhealthy culture.

My Loom interview journey began well. The initial chats with the hiring manager were informative, and the first coding test was professional with clear instructions. The early interviews made me eager to join Loom. However, after progressing through 5.5 hours of interviews over several days, the vibe shifted negatively. Midway, it felt more like a stressful interrogation with rapid-fire questions instead of a productive discussion about my fit for the roles. By the final interview, questions got uncomfortably specific, like asking for names of people in past disputes. I was also asked to recall specific KPIs achieved and not achieved on an old project. Strangely, they didn't ask about my career history, goals, work style, or skills relevant to the job. It felt like the process was more about testing my stress tolerance than getting to know me. After investing a lot of time, the rejection was brief and impersonal, with no feedback. Overall, Loom could really improve their interview process to be more considerate and helpful for candidates.

The interview process at Loom felt very welcoming. They seem to really care about hiring good people and building a great product. I was asked some really interesting behavioral questions, and the recruiters were amazing – super responsive, knew a lot about the product, and moved things along quickly. They even helped set up chats with managers and other engineers when I was weighing offers. The engineers I met seemed genuinely happy to be there, were easy to talk to, and clearly knew their stuff. If you're into product-focused, people-first companies in hypergrowth, Loom sounds like a solid choice.

I initially spoke with a recruiter about the company and my background. Then, I had a meeting with the hiring manager to go over the role and qualifications in more detail. After that, I was given a strategic case study to complete, which involved analyzing Loom's website pricing. I created a slide deck and a Loom recording to present my findings. I submitted it and then didn't hear anything for two weeks. Finally, I received a generic email saying I didn't move forward. It's interesting because I saw that the company's COO reviewed my video submission and seemed to approve. When I asked the recruiter for more specific feedback, she mentioned I missed a component in my case study, even though that component wasn't part of the assignment guidelines. It really felt like a waste of my time and an attempt to get free consulting work. It's frustrating because we often discuss bad employee behavior, but rarely how poorly employers can treat candidates.