TriTech Software Systems Interview Questions
& Process

The interview process was thorough, fair, and comprehensive, with all interviews conducted remotely with staff based in San Diego while I was in Seattle. It started with a recruiter pre-screen, which was very basic. Next was a 1-on-1 phone interview with a Senior-ish Architect who was candid about his required HR questions and gave me insights into the following stages. Then, I had a low-pressure 1-on-1 with the hiring manager, a Director, who focused on values alignment rather than just background and was upfront about potential role mismatches, suggesting I might be better suited for a different position. Following that was a take-home assignment where I had to answer sample RFP questions. The focus was on how the answers were presented and justified, rather than just technical content, with an emphasis on dissecting the questions and looking for patterns, similar to an AWS exam. Finally, there was a 3-on-1 interview with other Architects. There was some initial confusion among them about the intent of certain questions, which they resolved in real-time, highlighting collaboration. They encouraged asking clarifying questions to understand the true intent behind their RFPs. Communication between interviewers was evident, as they also mentioned I might be a better fit for another role. I was told I was a close second for this role. Despite being disappointed, I respected their transparency. This role was more about RFP response writing than coding, and a misunderstanding on my part regarding an interface question likely impacted the outcome. It seems like a great organization to work for.

The interview process started with a phone screen with a Talent Acquisition Specialist, followed by a technical phone interview with the hiring manager. The in-person interviews were surprisingly unorganized, with the interviewers seeming unprepared despite their experience. There were technical difficulties with the coding test setup, and the interviewers appeared disengaged, showing little interest in my thought process or suitability for the role. A final brief interview with the hiring manager focused on getting to know me better.

After my application, I got a call and the process was smooth and quick. Kendall handled my hiring and the first phone interview, which was a relaxed chat. She was nice and kept me updated on what was next. In about a week, I had two in-person interviews with the Sales team. They made me feel really at ease and the interviews felt more like a casual talk than tough questioning.

I had a phone interview with the hiring manager, which was good and had easy questions. She really focused on what my priorities were, which was nice. They seemed very concerned with making sure I know what I want in a position and that it matches with the role I applied for. Then I had an in-person interview with the hiring manager, which was also good. They really wanted to make sure I was a cultural fit.