XiFin Interview Questions
& Process

The recruiter called for about 30 minutes to discuss the job duties and responsibilities. Then, the recruiter set up a meeting with the hiring manager, which was entirely technical, and the last 10 minutes involved a coding exercise. Unfortunately, after all this, the interviewer disappeared and never gave an update on the final decision.

I first heard about the company from an executive recruiter and had been following them for career opportunities for about six months before applying in mid-December. HR reached out within a few days of my application. A few days later, I got a voicemail asking for a phone interview with the hiring manager, but the timing between Christmas and New Year's didn't work. I suggested the first week of January, knowing it might be too late. The HR person was great and rescheduled for early January. The hiring manager call lasted about 45 minutes, where they talked more about the job and answered my questions. They also laid out the next steps and timeline. Within three business days, HR contacted me for a face-to-face interview the following week with the hiring manager and six key people. They were super organized with an agenda and directions. The in-person interviews were structured and informative, with friendly people asking good questions. They told me the remaining timeline (about two weeks) and how many people were left. It was really helpful. Within those two weeks, I got an email saying they wanted to move forward, and an offer came two days later. The offer was conditional on a background check and drug test, which made sense given their industry. The whole process was refreshing; HR was super responsive and professional, and the hiring manager kept to the timeline and gave clear feedback.

Recruiting contacted me about a month and a half after I applied, which was a bit weird. First, I had a 30-minute phone screen where they talked about the job and asked about my resume. They also asked how long I'd stay with them because some analysts had left after learning the basics. It felt like they blamed the employees for moving on. After passing that, I interviewed with someone from the security team. It was mostly a personality chat with some security background questions. A few days later, I got another offer and hadn't heard back, so I messaged recruiting. They were slow to respond, so I asked the hiring manager. Recruiting then replied saying the first interview went well and asked for my availability for the next round. They wanted to call me to schedule, even though I'd already emailed my availability. I agreed to a Saturday call, but they didn't answer when I suggested a time. When they finally called, I gave them the same availability, and they had to schedule the interview for later that day because they weren't at a computer. The next interview was a video call with the security team. The meeting started abruptly, with barely any time to test audio/video. Half the team had their cameras off and didn't speak. It was supposed to be a technical interview, but the questions weren't really technical, more like asking me to rate my own expertise. For instance, 'Would you consider yourself an expert with Splunk?' The questions felt basic and repetitive, suggesting they don't know how to interview well or aren't technical enough to assess candidates. I mentioned I'm good with regex and writing Splunk parsers, but then they asked if I could parse JSON in Splunk. It was awkward. They seem overly cautious because people left, but haven't figured out why. They just want people who will claim to be experts in everything. I sent a thank-you email and asked recruiting about my existing offer deadline, but got no response. They eventually replied to my withdrawal email almost immediately, just to show they'd been ignoring me. It felt petty. Communication was so bad I almost withdrew twice.

The interview lasted for 45 minutes with the hiring manager and two more senior employees. I was given a security badge due to HIPAA mandates on healthcare data security. We went to a boardroom where the hiring manager started by asking questions about my background as an EDI engineer. Later, two other managers joined and asked more questions before they walked me through the building.