Yodlee Interview Questions
& Process

The interview process was smooth and nice. It had three rounds plus an HR round. The questions were technical and based on manual scenarios. The HR questions were about salary and any other offer letters. Overall, it was a good experience.

We'll start with a quick phone or video chat to check out your vibe and how you communicate. Then, I'll take a peek at your resume and cover letter. After that, we'll have an in-person chat where we'll kick things off with some easy questions, then dive into how you'd handle specific job stuff, like dealing with tricky customers or juggling tasks. We'll also throw some hypothetical situations at you to see how you think. It's important to us that you get what we're all about, so we'll chat about our company culture too. There might be a practical test, like a typing or front desk simulation, and we'll check your references. Finally, you'll meet with the hiring manager or other team members for a final chat, and if it's a match, we'll make you a job offer.

So there were four interviews for this role. First, a screener to see if the role is something I'm interested in. Then, a one-on-one technical interview where they went over my previous experience and skills, asking questions based on what I said. After that, a technical interview with a current consultant and a manager. This part had four sections: first, scenario-based troubleshooting, then SQL questions, writing pseudocode, and finally inspecting code. The last interview was meeting with a group head.

The whole process was really bad and dragged on for about 4 months, from July to September. I went through all 6 rounds within 3 months. We talked about salary, team fit, and roles. But then, I kept chasing the HR for the offer letter, and they always said they didn't have approval yet. One day, they told me no offer could be made because the team structure was changing. But surprisingly, they posted the same job opening on LinkedIn a few days later. I didn't think it was worth pursuing further because they were so unprofessional. However, after seeing other reviews for the same role, I felt compelled to share my experience. The HR even tried to convince me, comparing the offered package to what others get at different companies, and even comparing it to manual testers and service-based companies. My point is, the package should be based on skills and experience, not just experience alone, otherwise, why would anyone join a product company? My advice to the HR and the company is to figure out your budget and required skills first, and then conduct interviews. Just don't waste people's time.