Roku Director Interview Questions
& Process

The interview process was smooth from applying online, phone screening to scheduling 1:1 Zoom meetings with the hiring team. The interviews consist of detailed hypothetical questions. My sense is that the hiring manager is gathering intel as he is still figuring out the team structure and goals. Unfortunately, communication went silent after I completed the interview loop despite a heartful thank you note and follow-ups. I understand priority changes and people are busy, it’d still be courteous to provide an update especially after the candidate has invested time and effort engaging in the interview process. Perhaps it’s a representation of the company culture? I seem to see the patterns based on others’ feedback on this thread – ghosting candidates.

The end of my interview experience was awful. Applying for a Director level position, I interviewed with 5 people virtually on sites, all of whom were respectful, a pleasure to speak with, and asked terrific questions. However, my experience with the Roku executive recruiter was initially positive, then turned sour. After my interviews, she completely ghosted me. I interviewed back in May, and til this day (Sept 16), she has not returned several emails and calls. After 3 months, I was finally able to get closure about the position being "not a fit." I had to leverage my network of several friends employed at Roku, a new hire I recommended to Roku, and a seperate Roku recruiter where eventually I was connected with a newly hired VP. She had the integrity to let me know the news. Happy and relieved to have closure. Roku should be embarrassed by not share final outcomes and refusing to respond to candidates post onsite interviews, especially at a leadership level. Regarding the interview process itself, it was typical for Director level applicants. This includes an initial screen by a segment recruiter, screen by an executive recruiter, 30min zoom w/ hiring manager leading to a long day panel interview made up of a peer, partner, direct report, and engineering leader.

The entire interview and onboarding experience was excellent. The executive recruiter, Christine, was fantastic – she communicated well, was transparent about the process, and offered great advice. Compared to other big tech companies and entertainment studios I've interviewed with, Roku's recruiting process has been the best. It's clear they've invested in making this end-to-end experience great. The consistent communication and shared documents helped answer all my questions early on. The interview panel at Roku felt more like a conversation than an interview, and I was impressed by how humble and smart the employees were, which gave me a good sense of the culture. My interview process happened around the start of COVID. I was lucky to have my in-person interview, but subsequent interviews were via video call. The remote onboarding was very organized and smooth. Roku has set a high bar for recruiting, and other companies should consider modeling their processes after this. It's important to research Roku thoroughly, including Anthony's vision, the company's history, revenue streams, and culture, as this foundational knowledge really helps when speaking with the interview panels.