Temu Interview Questions
& Process

I had a good time interviewing with the company’s HR team. It began with a quick chat with HR, then interviews with the hiring manager and other people on the team. The whole process was pretty clear, and they let me know what to expect at each step. What was cool was how professional the HR team was. They always got back to me and made sure I knew what the job was, who was on the team, and what I'd be doing before we went to the next part. The interviews felt like chats but were still to the point, asking about my past work and how I'd deal with things like talking to different people and solving problems. It felt organized and fair, and the interviewers made it easy to talk while still checking if I had the right skills. It all seemed like a really well-run hiring process.

I applied on LinkedIn and a recruiter reached out. They're hiring a lot in the US and managed to schedule 4 rounds pretty quickly. The interviews had a mix of leetcode easy/medium problems and really detailed project-based questions that were fair and thorough. However, the offer and compensation part was super messy. Apparently, Temu can only give an offer based on your current role. I'm a 'junior' but have another senior offer. Their compensation team wouldn't budge and could only offer me a 'junior' salary. The recruiters thought they could make an exception, but the compensation team was really strict. The engineers and recruiters were great to work with, but I'd warn others applying that there's not much awareness about what the compensation team can actually do. If I'd known they could only give me a 'junior' offer, I probably would have canceled all my interviews.

I was contacted by HR about a possible job opening. It felt like they weren't sure what they needed yet, instead of trying to fill a specific spot. You should probably check if there's an actual approved role and a timeline before you spend too much time on this. The chat was nice but not very persuasive. The person seemed to know their stuff, but they didn't give a clear picture of the team's goals, the role itself, or where the company is headed. They didn't really explain why the work would be interesting or how the legal team was supposed to grow, making it hard to judge the leadership or how good the managers are. The conversation was mostly driven by me, with little info on priorities, team setup, or how decisions are made. So, it was tough to feel confident about the role or the people in charge. If you care about clear direction, engagement, and good management, you'll want to ask a lot of questions about these things.

I was initially contacted on LinkedIn for interviews, but I didn't get a job description until the very end, and even then, I wasn't sure of the exact role title. The initial interviews were pleasant and with industry professionals. The third interview was with HR, who asked for very specific details about my past roles that seemed unnecessary. After passing, they wanted to offer me the job. We negotiated salary, conditions, and start date, and they said I'd get the contract soon. But then the recruiter ghosted me. I followed up twice over a month. Eventually, I had to email everyone involved just to find out from the head of HR that the position was frozen and they weren't hiring. It felt like they were just after specific knowledge and never intended to hire, which is disrespectful and a waste of time. *Update: they reposted the job a couple of weeks later, confirming my suspicion that it was a sham to gather information from competitors.