Noah Medical Interview Questions
& Process

I had several interviews with managers and important team members, where we discussed the fundamentals. Most of the questions were pretty typical—covering experience, how I approach problems, and general knowledge related to the job.

It's a 3 step process. First there's an HR screen, then a Hiring Manager screening, and finally an on-site panel interview. Everything is done via video call. The HR round is really simple and direct. The Hiring Manager round really depends on the manager. The one I had wasn't great. At first, they seem really smart and competent, but I was mistaken. They were quite rude. They advertised this as an entry-level role, meaning no prior experience is needed. I have over 3 years of experience, but the hiring manager still told me I wasn't what they were looking for. If you want someone with experience, act like it and clearly state your expectations. Don't waste candidates' time. The hiring manager didn't even properly listen to my experience. After I explained my background, they claimed I didn't have the exact experience needed. I pointed out they hadn't listened to my experience fully. I'm not satisfied with their process. It was a complete waste of time.

So the first interview was with the hiring manager, and I told them upfront that I'm not a switching FETs expert, but they still moved me to the next round. The second interview was supposed to be with the principal engineer, who's into switching FETs. But, they apparently hadn't looked at my resume or the job description and seemed rushed because they mentioned they were going on vacation. Even though I kept saying I don't have switching FETs experience, they just kept asking about their specialty. They even thought I wrote about EMI on my resume, which I didn't. When I tried to explain my actual EMI experience, they didn't get it because it wasn't their thing, and they just asked again about EMI in switching FETs. They didn't cover anything else, and when I tried to ask about other stuff in the job description, like analog design, they seemed uninterested or didn't know about it. They thought motor drivers were analog, which, you know, has switching FETs. Honestly, I don't think they respect applicants' time and their interviews aren't really that useful.

First, there's a quick call with a recruiter to chat about your past work and if you're into the job. Then, a technical interview where they really dig into your coding skills with challenges and problems. After that, a behavioral chat with the hiring manager or team to see how you work and if you'd fit in. The last step is a bigger interview, maybe with higher-ups, to check your overall match. If they like you, you'll get an offer and can talk about salary and stuff.