SADA Interview Questions
& Process

So first there was this general aptitude test, 50 questions, took about 1.5 hours. It was all general aptitude stuff and english, nothing technical or coding related. If you passed that, then you had a group discussion at the SADA office and a technical interview on the same day, right after the GD. Then, the last step was a leadership round. My technical interview was focused on my resume projects, but it might change based on the panel. Other candidates had basic resume-based technical questions. The leadership round was also pretty general, covering things like the risks involved in my project and projects I'm proud of. All in all, it was a pretty straightforward process. They're really looking for good communication skills and general aptitude.

4 steps interviews with the teams, supervisor and the owners of the businesses when it was a private one. Very good experience and you feel the great care the interviewers have about the company. Not much technical stuff is asked, rather than you are assessed for the cultural fit. Will definitely recommend to go through those and you will get the offer. Before interview read much about the company, its origin and how it was created, what they do and why they are top partner for google

I applied online and a recruiter reached out to set up an initial call. After that, I interviewed with the hiring manager, which went super well, and then with some of my potential peers (other CSMs). The peer interview was a bit strange, there was no real connection, and one person even turned off his video because he seemed bored. I stayed calm, answered everything they asked, and also made sure to ask my own questions about the team, their communication styles, and how the team is structured. It's been weeks now and I haven't heard back, which is a bummer. It would be great to at least get some feedback instead of just being ghosted. It really makes a bad impression, especially for a company that talks about being people-first.

A recruiter reached out on LinkedIn. First, there was a quick technical chat with the recruiter, then a 60-minute panel interview with four infra folks. After that, a behavioral interview with some senior leaders happened. The recruiter call and the behavioral chat were pretty standard Q&A. The panel interview, though, was wild. They gave the recruiter the wrong job description initially, so I wasn't fully prepped. Even with the right one, most questions were not about infrastructure engineering but felt more like a search for a DevOps engineer with a DBA background. We moved past that misunderstanding. However, the panel team seemed unprofessional. Some looked unkempt and didn't set up their interviews well. Introductions were awkward; one guy didn't even introduce himself and said weird stuff like about deuterium toxicity in the water supply. After that panel, I was less keen on SADA. The next behavioral interview with two senior tech leaders was much better, more like a normal conversation, not rapid-fire. I got good feedback and was told they'd love to have me and expected an offer soon. A few days later, after I followed up, the recruiter said no offer, with no reason, which was strange after the positive final interview. Hopefully, SADA can use this to make their interview process better and respect applicants' time.