vidIQ Interview Questions
& Process

The interview process for my Role of Team Lead was fast and incredibly efficient but still very professional and effective. It's no secret that the job market is brutal right now, but this entire process was like a breath of fresh air! When I submitted my application to the role, I received a response very quickly for a follow up interview. My request for a second interview came the next day and the decision to hire was the day after that. After interviewing on and off for the last year, I can honestly say this was the best interview experience I've had!

My interview experience at vidIQ was great, it was all on Zoom since they are a remote-only company. First, I spoke with the Director of HR (now VP of People Operations) and then with the VP of Finance. Both interviews were separate and we had plenty of time to talk details. They asked about my HR and finance work, and how I've managed challenges with working across time zones globally. We also discussed my experience in remote roles and with startups, which is relevant to vidIQ's operations. Both interviewers were professional and friendly, making it feel more like a chat about opportunities than a formal interview. It felt refreshing and gave me a sense of the company culture – professional, approachable, and supportive.

The whole process took one week from the initial talk with the recruiter (although packing all that into a single week is quite exhausting). There were four stages: 1. Intro with the recruiter (more info about the company, some questions about the current position) 2. Interview with Engineering Manager. This was combined manager interview (soft skills) and a high-level technical interview, without any tasks, but touching on the experience, solved problems etc. 3. Strictly technical session — some pair live coding, some open questions. The live coding challenge was a simple one, focusing more on interaction than actual hard skills. 4. Business/product session. Mainly focused on interactions with product managers, UX, clients, business etc. It was a very positive experience for me, as there were no trick questions, no really hard, algorithmic problems to solve, it did not require any preparation. It really focused on experience, not memorised answers 👍 During the whole interview process everyone was trying to be as transparent as they could about their company; they did not avoid answering tough questions, they tried to paint the real picture — including the inevitable downsides. The last, but certainly not least — I had tons of questions and went over the scheduled time three times (once taking twice as much time). Everyone was cool about that the whole time!

So I got approached by a recruiter on LinkedIn for a Backend Engineer role at this company. It seemed interesting, so I agreed to a call. We had a nice chat, and she said she'd schedule my first interview after the weekend. I sent her my CV as requested, and she thanked me. But then, for some reason, she ghosted me for two weeks, totally ignoring my messages and emails. I was trying to figure out when we'd schedule the interview she proposed, asking for an update, and mentioning I had other pending offers. She never replied on LinkedIn. After two weeks, I finally got a generic email saying the position was frozen and we couldn't move forward. It was really bad treatment, especially since she reached out to me, tried to get me interested in the company, and even asked for feedback on Glassdoor. It's crazy how bad recruiters can hurt a company's reputation. I've already told my software engineer friends about my experience with this company, and they were shocked and will probably avoid it too.