Pebl Interview Questions
& Process

This has been one of the strangest and most disappointing interview processes I’ve experienced. An HR manager reached out saying he found my profile on LinkedIn, was impressed with my background, and wanted to share an opportunity. After reviewing the job listing, I expressed interest and asked about the interview steps. I was told that, before anything else, I would need to complete a qualification assessment—described as a 2–3 hour evaluation measuring expertise, workability, problem-solving, and logical reasoning. While I felt this was an unusually large upfront requirement, I was open to exploring it. To receive the assessment, I first had to fill out a form. I submitted it but never received access. A couple of days went by with no communication. I followed up and was told their weekend processing was delayed, so it may take longer than usual. Again a couple more days and eventually received a response saying they were dealing with a high volume of candidates and that the queue was longer than usual. I was then promised I would receive the assessment by the end of the week. I didn’t receive anything. After waiting even longer, I wrote back and transparently shared how the process felt from my perspective...unusual and indicative of possible organizational challenges. After that message, I was completely ghosted. No apology, no update, nothing. What made it feel even more unprofessional was that the recruiter continued referring to the company by its old name, Velocity Global, even though it had changed to Pebl months ago. Combined with the lack of follow-through and communication, the overall experience came across as disorganized and, frankly, lacking basic empathy and professionalism. This entire interaction left me with serious concerns about how candidates are treated and how the organization operates internally.

I interviewed for a senior role and the interviewer was unprepared. The CMGO was late, hadn't read my resume, and only asked for my portfolio at the end. The tone was impersonal and transactional, not welcoming. They emphasized how small and overworked the team was, like a warning. Mentioning Google hires was just a credential, not about team dynamics. It's a small world, people can be future colleagues. Professionalism and courtesy are key, especially for leaders. Not reviewing a resume/portfolio for an important role is disrespectful. This experience made me question leadership culture and how employees are treated. Hope they take candidate experience more seriously.

The interview process had 7 rounds in total. It began with a recruiter call, followed by a Moven OA assessment. Then, there was a technical discussion with an engineering manager. The final rounds included two LeetCode-style interviews and a behavioral round with the VP of Engineering. The process lasted about 6 weeks. It was a good experience overall, though 7 rounds felt like a lot compared to other companies.

Most of the interviews were pretty chill and easy, mostly just asking about how I work with clients. But then I had the HR interview and she was super toxic. She was bad-mouthing the previous CEO, saying they're still a stakeholder but not involved day-to-day. She also complained about employees abusing time off, which led to it being taken away and then recently brought back with more rules. For an HR person, she really didn't know how to have a normal conversation, and I felt really uncomfortable thinking she represented the employees. I didn't get an offer, and honestly, after her ranting, I didn't want one anymore. I see they're hiring for this role again and it makes me laugh, because I can only imagine what happened to whoever took the job.