ResQ Interview Questions
& Process

I've been through many interviews and currently have a job. I applied here because I liked the brand and the startup's values. I made it to the third round and finished their case study. I'm sharing my experience for other candidates so they know what to expect. Prepare for about 4 rounds of interviews, which can be tiring, and indecisive decision-making. They ask a lot of standard questions, and you don't get much constructive feedback. There's a case study on top of the interviews, and sometimes people scheduled to meet you don't show up, which is really unprofessional. Even if a candidate isn't moving forward, interviewers should make time to be respectful. Candidates take time to meet because they respect your company and want to work there. The questions in each interview were typical industry questions. The case study lacked direction, was vague, had no target market, and no assets were provided. This isn't normal, and I've done many tests before. They did ask what they could do to improve the case study process afterward, and my case study feedback was positive, but I would have preferred hearing what could have been improved. Getting some negative feedback would be constructive. The rejection email was also generic. For a company wanting 'outside the box' thinking, my interview experience was very much inside the box, with scripted questions and a vague test. The case study doesn't really show real-world skills like speed, efficiency, and flexibility, which come from trusting a candidate's portfolio. My advice? Reduce the number of interviews and get to know candidates deeply with meaningful questions in one or two rounds. Remove the case study or simplify it with more info and assets. The people who did attend my interviews and HR were nice and friendly. The process was fairly organized but cumbersome and tiring, so be aware of that. This company seems to be conducting rigorous interviews to find the 'ideal' candidate, but you can never be sure if it's the right fit. You have to trust a person's abilities and not over-interview or test them excessively. There are no guarantees, which is why most companies have 1-2 interviews with questions that go beyond the surface. Over-interviewing and tests can make even great candidates lose interest and make the company look indecisive.

I got a Hired message from HR and scheduled an interview. The HR interview included behavioral questions, technical experience, and previous projects. Next was the director of engineering who asked about API requests and software lifecycle. After 30 mins, I got a HR call and scheduled the next interview. I was surprised by how fast it was. Next interview was with the head of product, who asked cultural questions. I think this was the tough one; you really need to believe what you are saying rather than answering cliché. Overall, very fast and very smooth interview experience.

The interview process involved an initial technical screening, followed by a 60-minute 'architectural' round. This architectural round had two parts: first, designing a system (covering all aspects, though the specifics weren't clear), and second, a simple diagramming exercise. I felt I performed reasonably well in both, but the interviewers, particularly the first one, seemed disengaged and possibly had already made a decision. The first interviewer even took a screenshot of my display and used it to disrupt me. Unfortunately, I didn't get an offer, and attempts to get feedback were ignored.

I talked to the CEO, Kuljeev, two times. The second time around, it seemed like things were going pretty well. But then, in the last five minutes, he asked me about my location, if I was married, and if I had kids. I was totally not expecting that and thought it was super inappropriate. Like, what does that have to do with my skills for the job? After that, I heard nothing back from ResQ, not even a rejection email. He just ghosted me. It was a really bad experience, but I guess I'm glad I didn't end up working there. I wouldn't want to be at a place that makes decisions based on personal stuff like that. Anyone thinking about interviewing here should be ready for those kinds of questions. The CEO really needs to rethink how he's interviewing people and building his team before someone takes him to court.