Lunchbox Technologies Interview Questions
& Process

I interviewed with the talent head first, then with my potential direct report (manager), and finally with the COO (exec team). All were 30-minute Google Meet virtual interviews and pretty casual. All three interviewers had different and unaligned expectations for the role. The COO interview was the toughest, and he seemed to try and scare me away. He didn't seem to speak too highly of the company or the current team.

Initial screening was standard but then I was suggested to try for a different and "higher" role than what I originally applied for. I met with the hiring manager who had no idea I had applied for essentially two roles. I found out over a week later that they already filled the second position the week prior and have ghosted on the first original application since.

The recruiter was super nice and sold me on the company and product. But the dev team interview was a different story. I talked to a senior engineer and the QA lead. They seemed really unprepared, not having many questions for me. It felt awkward even though I'm usually easy to talk to. I asked them about the product and their QA setup, but the QA lead punted the QA question to the senior dev, which was weird. I was ready to wrap it up pretty quickly. I got rejected by email about 2 days later. They really need to prep better questions. It was hard to show what I could do or even get a feel for the team or culture. I think they mentioned there was another round with a whiteboard coding interview after my call with the QA lead and senior dev.

I went through a few interviews over several weeks with three different people. They all had conflicting information about the job duties, client count, role responsibilities, team setup, and company goals. Instead of giving a reasonable amount of time to reply, recruiting kept bumping the scheduling emails after just a few hours, which is tough when you're working full-time. They also changed their interview approach mid-process, which I only found out about during an interview. They sent a really condescending rejection email, comparing my not getting an offer to Hugh Jackman and Anna Wintour being fired. It was pretty surprising that they thought that email was appropriate, instead of just ending it after saying they weren't moving forward or offering some feedback. I'd suggest the recruiting team review that canned rejection email as it doesn't represent the company well, and also ensure the hiring team is aligned.