RichRelevance Interview Questions
& Process

So basically, my whole experience was a waste of time because the company was really unprofessional. It took about 5 weeks from applying to the onsite. I first talked to HR, who was nice. Then a phone screen with a principal engineer. Then I went onsite, met him and 3 other people, and had lunch. A few days later, HR said they wanted me to talk to two more people over the phone, one was a VP who was supposed to be there in person but wasn't. They said the second interview would be another technical chat. But the day before those calls, the VP was still not available, so they decided to make their decision based on one final phone call. This last call was not what I expected at all. Instead of talking to someone who knew my situation and was prepared for a final interview, I got a combative engineer. He was surprised I'd already been onsite, thinking it was an initial screen. He argued about my word choices, like what a distributed system is, and struggled with my coding solution because he couldn't read code well. He just didn't seem to care. After waiting a couple days, I emailed HR, then the principal engineer, then called HR again, but heard nothing back.

I got an email from the hiring manager about an AM role I applied for a week before. The first 45-min screen call went really well and we both seemed interested. She then set up a 2-hour video call with a director and two VPs. That also went great, so she asked for 3 references. After that, I went to the Seattle office for virtual meetings with another director and a VP. I had lunch with her after those calls. As the in-person interviews ended, she arranged for my references to be contacted within 48 hours. A follow-up call happened a day or two later where she brought up a few potential 'questions' about my work history and communication. She then requested one more call for a short presentation about what {rr} does and I was soon given a verbal offer.

The interview process was okay, with questions related to day-to-day work and timely feedback. There was one telephone round and then an in-person session that lasted 4 hours where I had to solve a few problems.

At RichRelevance, the hiring policy allows any interviewer to veto a candidate. The issue with this is that interviewers who don't have much to lose from the hiring decision can make choices that impact colleagues who have a lot at stake. They might do this based on personal preferences or even their mood during the interview.