Partnerize Interview Questions
& Process

First up is a technical assessment. It's a mix of about 15 multiple-choice questions on distributed systems, followed by a coding challenge. The multiple-choice part checks how well you know distributed systems theory, hitting the important stuff for senior engineers. The coding part is about parsing a log file, so it tests how you handle data, work with files, and write clean code. If you do well on that, you'll have a technical interview. This one digs into system architecture design and your background. They'll ask about your work history, especially with distributed systems, scaling, and good engineering habits. Then, you'll dive into designing a distributed system yourself, making it scalable and reliable. They might ask about data distribution, fault tolerance, load balancing, and latency. It's all about showing how you think strategically and solve problems to see if you fit the technical needs here.

I sent my CV on indeed.com and they emailed me back asking if I wanted to have a chat. The whole process took an hour, and included an interview plus a short written exercise. They didn't say when I'd hear back, so I had to email them two weeks after the interview to get an answer. When I finally got the rejection, it was a generic email with no feedback. I was really disappointed because I'd travelled from Scotland to Newcastle for the interview and spent an hour of my time, and they couldn't even give me useful feedback.

There were three interviews total. First, a call with the recruiter, then a Google Meets interview, and finally a presentation. I was shocked that a presentation was required for an entry-level role. They sent a rejection email two days later. It took about two weeks for the whole process. I felt like my time was wasted because I didn't get any feedback on why I was rejected. For an entry-level position, asking for something like a presentation feels unnecessary and it's a reflection of our society. They should consider the candidate's needs and provide feedback instead of expecting free work.

The interview process had 2 stages. First, a 30-minute call with talent acquisition, which was easy. Then, an hour-long virtual interview with two people from the department, where they asked quite a few technical questions. It went well. Talent acquisition called to say I got the job, but it was only a verbal offer, and the contract never arrived. I had to repeatedly ask for updates, and communication with talent acquisition was poor. Eventually, I was told they were waiting for financial department approval, but other roles were prioritized. This whole thing took almost 2 months.