Vimeo Interview Questions
& Process

I went through 4 rounds for the internship. It started with a recruiter screening, followed by two technical rounds, and finished with an Engineering Manager round. The whole process was pretty smooth and the recruiter gave me updates nearly every week. I feel like I could have performed better in the technical rounds, but everyone I met was pretty chill.

The interview process was extremely unprofessional, possibly the worst I've ever experienced. After receiving an email that I was short-listed, I was directed to a calendar link to book a time. The calendar invite, however, lacked a conference link. I emailed the recruiter to offer to send one, but received no response. When the scheduled interview time arrived, the recruiter never called (I assumed they would call my mobile). I sent another email asking if I should reschedule, again with no reply. A third email inquired about their seriousness for the conversation, and still, no response. Days later, I got an email stating I wasn't selected to move forward, which contradicted an earlier express email confirming my selection. This complete lack of communication and silence makes me suspect the recruiter might be an improperly implemented Gen-AI recruitment bot rather than a real person.

I interviewed for a senior role. The first interview with the hiring manager was good, very strategic and fitting for the role. But the second interview with a junior manager was totally different. It felt scripted and not right for a senior position. The questions felt more for a mid-career person, making the process feel disconnected from what we first talked about. A big issue was that they didn't share any evaluation criteria upfront, even when I asked. Normally, companies share their expectations so candidates know what's being assessed. Without this, it's not a fair process, favoring certain interview styles over finding the best fit. This can also be tough for neurodivergent candidates, like those with ADHD, because: It's harder to prepare without clear criteria, adding stress. Rigid questions don't work for different ways of thinking. Overly structured Q&A doesn't show leadership or strategic thinking. The hiring process lacked transparency, flexibility, and fairness for senior candidates. A better approach would be: Share criteria beforehand for equal prep. Use discussion-based interviews, not rigid Q&A. Assess real strategic fit, not just answers. This process felt unfair and not suitable for the role's level. If they want top senior talent, they need to change how they evaluate.

So I went through 7+ interviews for this role, and I thought I was in the final stages, even discussing the compensation package. But then, out of nowhere, they decided to add a meeting with the VP of product. They sold it as a quick 10-15 minute casual chat, but it turned into a full 45-minute product sense case study. After that, they told me I was their top choice, but then the recruiter just went radio silent. They pursued me for months, and then ghosted me. It really says a lot about their character, honestly. Not a good company or a good experience.