Quartzy Interview Questions
& Process

So, the whole thing started with a quick 10-minute phone call, then I had two Skype interviews. After that, there was a skills test, and then an in-person interview. The on-site involved meeting with the same two people from the Skype calls and four other team members. They kept me in the loop after each step, which was awesome. Since I was interviewing from out of state, they covered my travel and a hotel stay. When I got there, everyone was really friendly and easy to talk to, even during the formal interviews and over lunch. I got to have lunch with the team, which was a great way to see how everyone interacts, and it gave me a real feel for the company. This transparency was super helpful since I was considering a big move. My overall experience was really positive. The recruiter was always available and answered my questions quickly. By the end, I had a clear picture of the company culture and the job details. They also did a good job of getting me excited about where Quartzy is headed.

The interview process started off really well with the Office Manager being proactive and straight to the point in setting up the meetings. The main point of contact was with the Head of HR. It started off with an initial phone screening which included basic interview questions. Next up was a Google Hangout meet with the department manager and the Head of HR -- this seemed to go well as the manager and I seemed to connect very well. Next up was a phone call to discuss further on the next steps -- which was a take-home assignment which had nothing to do with the role/job; this would be more of a test for an Office Manager or admin position. I felt like it was a waste of time and unnecessary for the interviewee. They got back to me saying they were impressed by my work (which wasn't hard, just time consuming) and invited me to an onsite interview to have lunch with the team. Onsite -- spoke with the department manager & a member of the department more in depth about their day-to-day, buddied up with someone from the department to have lunch with them, spoke to two members of the department after lunch, and then closed it off with the HR person. The onsite visit was okay and everyone seemed to like their job and each other. I had specific questions and tried to ask them in various ways, but only to receive no new information of what I already knew about the company. There were a lot of repeat questions in which I cannot keep trying to think of new ways to answer without sounding redundant and/or boring. In the end, I didn't get the job but they offered "feedback" to why I didn't get the job for which some points threw me off but had to bite my tongue (this may be an inexperience issue from the HR's end -- but choose your words very wisely). It is a learning experience and I am glad that I did not get the position. I should've listened to my intuition when I noticed the HR person's questionable tone and body language from the beginning of the interview process. Looking back, I realized their day-to-day did not align with my work ethics and the culture is not what I am looking for in a company and coworkers. The painful part of this process was the length of it especially for this particular role and a company of this size.

The interview process moved pretty fast, from the initial screening (Round 1) all the way to meeting with the CEO (Round 4) in just a week. It seems like they were really keen on hiring someone quickly. I had good conversations with the recruiting manager and some peers. It looked like the CEO made the final decision. I was excited about the possibility of joining their team and contributing to their mission, but they decided to go with another candidate. I didn't get any specific reasons why.

It began with a call from the CTO to chat about the company and the job. We set up a technical phone screen after I got my questions answered. Two engineers interviewed me on Skype for an hour, asking me to code. They looked at my resume and gave me a coding challenge. I could ask them about their work and roles at the end. After passing, I had a full day of interviews on-site. Several interviews were with 1-2 devs and involved coding challenges in different tech areas. Some problems were typical, others were new but interesting. Two 1-on-1s with the founders checked for culture fit and goal alignment. It was pretty intense, as usual, but I got a good sense of the work and culture. Glad I went for it.