Think Company Interview Questions
& Process

It was a long interview process, but it felt fair. The follow-up after the interviews was not great. There weren't many product-focused application questions for a product role, and some of the questions asked didn't seem to fit the role. There were also long waits for responses.

I applied online and heard back about a week and a half later for an interview. First, I had a phone screen with a recruiter, who was really nice and personable, so it was a pretty comfortable chat. The very next day, I got asked to set up a presentation interview where I'd go over a project with some team members. I spent a few days prepping for this, which was scheduled for the following week. Everything seemed fine, I was happy to do it. But then, just a few days before the presentation interview, I got notified that the role was closed. It's really confusing because if they were so close to hiring someone, why go through my interview and schedule a second one? It felt like a total disregard for my time and the overall impression. That's the only thing that made this a bad experience.

The interview experience was well-structured and efficient, unlike many other tech interviews. It started with an HR screening, followed by a 1.5-hour "Think Session." During this session, I presented a past project and had a Q&A with the hiring team. The company, Think, focuses on empathy and accessibility in design, and this was evident throughout the interview. It felt more like a genuine conversation to get to know me rather than a test.

This company interviews people even if there are no open positions to build a candidate pipeline. While this might not be a complete waste of time for some, it could be a distraction during a busy job search. Recruiters go over the whole hiring process upfront, even before confirming your candidacy. I think Think Company should be more mindful of job seekers' time and interest. They can build their pipeline, but they shouldn't exhaust candidates with a detailed explanation of their hiring practices before there's even a role to fill.