Navan Interview Questions
& Process

I had an initial call with the recruiter, which was a pleasant conversation about the role and my career aspirations. Then, I spoke with the hiring manager, who went into more detail about the position and asked some questions specific to the role. The third round was with a peer, and it was also quite straightforward, focusing on my past experience and how I could apply it here. The overall process felt easy, but unfortunately, after the third round, I was ghosted. I followed up four days later and was assured I'd get an answer the following week, which never happened. I eventually received an automated email stating the role was filled, over a month after they said they'd get back to me. It was really frustrating to be left hanging like that after completing three rounds of interviews.

Got a recruiter call who was super enthusiastic about the role and my background. The process involved an informal first interview, then a formal one, followed by a panel interview and a challenge presentation. The first interview with the manager was odd, mostly focused on "vibe fit" rather than qualifications. In this sales role interview, when I tried to close and ask about next steps or any concerns, I got no feedback. The recruiter also said Navan doesn't give feedback, which feels wrong and disrespectful.

It was an unprofessional interview. We didn't even introduce ourselves, and he immediately started with a coding problem, which was strange since I joined a few minutes early. He gave me a problem but struggled to explain it. I asked clarifying questions, but he changed the problem. He then presented another LeetCode problem. I solved it, but he was using the LeetCode tool to check test cases, and he said some were failing. I fixed them, but he mentioned a few test cases were still failing with my iterative approach. He expressed dissatisfaction and wanted the problem solved on the first attempt, which I couldn't do, and not all test cases passed. I don't think I performed well. While rejections are fine, rudeness isn't acceptable. Navan should probably provide professional training to their employees.

HR reached out and we had a standard screening call. Then, a 15-20 minute chat with the team lead, mostly focused on assessing if you'd fit the project, no technical questions involved. After that, the first technical interview had 4 tasks: 3 JavaScript questions (highly recommend practicing LeetCode and understanding `setTimeout` and `setInterval` internally) and a React task with several subtasks. The second technical interview also involved JavaScript tasks, again, LeetCode practice is advised. Then there was an HR interview for culture fit. Followed by an interview with the group lead and finally an interview with the head of HR.