Wonolo Interview Questions
& Process

The interview process was very inept. I was given a link to schedule an intro call with a recruiter, but the next available time was weeks away. This recruiter seemed to be based abroad, which meant the meeting time was very early. On the morning of the call, the recruiter no-showed. When I emailed to check in, I got no explanation, but instead received a new calendar invite a few days later. I gave them the benefit of the doubt and accepted the new meeting date. However, the recruiter did the same thing for the next scheduled call, again no-showing and then sending a rescheduled link. I told their talent team so they could improve their process, but I received no response. I'd strongly suggest looking at other companies that respect candidates' time.

So I interviewed for a Marketing Manager role at Wonolo. It was a good experience, though it had many steps. They really wanted to make sure I got a feel for the team, culture, and the job itself. The chats with everyone, from the hiring manager to the CEO, were super open and honest. There were several rounds: a chat with HR, the hiring manager, people I'd work with, my skip level manager, and then a call with the CEO. There was also a TAO round and an assignment. The assignment had a few parts to test skills needed for the job, which I really liked because it showed me what the daily work would be like. The last chat was with Yong, who seemed really genuine, honest, and full of ideas. The HR team there is also really supportive.

So basically, first you have this initial call where we go over your resume, chat about your skills, and answer any questions you might have. Then there's a video interview, which is basically a technical interview, kind of like a pair programming thing – I found it pretty chill doing a coding exercise with them. The last part is the final round of virtual interviews, they called it a 'super day'. This part covers a few things: an whiteboard session focused on architecture, an interview with the Hiring Manager, and then a chat about collaborating with Product & Design.

The interview process had 3 steps. First, I had an intro call with the Hiring Manager. Since I was referred by a current employee, I skipped what I think would have been a recruiter screening call. Next, I had a take-home exercise, which was a 2-hour project about the job to show my skills and thinking. Lastly, the 'Super day' was like a panel interview with a few parts. I presented my project to important people and had interviews with future colleagues. The 'Tao Interview' was a highlight, meeting team members to see if I'd fit the company culture.