RXMG Interview Questions
& Process

So, first up is a quick chat with HR to go over my background, see if I'm into the job, and if I fit with the company. After that, it's usually one or two technical interviews where they check out my skills, like with test automation, API testing, or how I solve problems. The last part is often a chat about behavior or with a manager to see how I'd do on the team and if I communicate well.

I went through several zoom calls and also did a technical exercise. Everything was going well, and I was told the last step was with the CTO to get an offer. But the CTO didn't show up for the final interview. The hiring manager apologized and rescheduled, but then it got pushed back again. I asked for the zoom link before the new date and then got totally ghosted. I even called the hiring manager and heard nothing back. About a week later, the same job was posted again.

The interview process had 3 steps. First, an intro call to discuss my technical background and learn about company culture and benefits. Second, I had two take-home coding challenges, each taking up to 2 hours, focusing on algorithmic problems. A key note on the coding challenges: the testing service doesn't mention that unit tests are allowed during the challenge, so it's better to include 2-3 unit tests with your solution rather than just outputting the answer. Third, a discussion with the CTO about engineering concepts like unit testing, code coverage, and microservices. The hiring team was responsive and the process moved fast.

The interview process started with a recruiter screen, followed by a 1:1 with the director of engineering. Then, there was a 1:1 with the VP of HR and partnerships, and finally a 2:1 interview with PM staff. On the plus side, the process was pretty fast once I passed the initial screen, taking less than 3 weeks, and the recruiter was good with communication. However, there seemed to be some misalignment internally. It felt like the role opened up because two senior engineers left and an attempt to add EM duties to another engineer without a promotion failed. A bigger issue was the apparent unhealthy hustle culture on the engineering team, with constant talk of 12-hour days and a CTO and director-level management expecting the same from everyone. Even though it's remote, they generally expect everyone to work on a Pacific TZ schedule. While it's tough to be turned down in this market, I wasn't fully comfortable with the offer anyway. It seems the push for a healthier culture is from the ground up, and I had serious doubts about upper management supporting real changes, especially with the compensation being on the lower end for an EM at this company size.