Zuora Interview Questions
& Process

So I had five rounds for this role. The first round was a data structures and algorithms round, and rounds two, four, and five were LLD and HLD rounds. The first to fourth rounds were each one hour long, but the fifth round, which was the techno-manager round, went on for two hours and 20 minutes. The manager said I could learn on the job and that this was an opportunity problem, not a capability problem. He said he'd be willing to teach me and that initially I'd have to be learning what I will learn in the next 2-3 years for my next 6-9 months in the job. He also asked me to decide on a number that would be helpful for HR discussion and said onboarding would be faster. He even gave his personal number and said we're family now and I could call him anytime, even outside working hours. After all that, I thought I'd get selected. But a month after the final interview, I was ghosted. They stopped returning my calls and emails. It's a horrible situation after 5 rounds and seven hours of my time to get no response.

The interview started with a phone screen. The recruiter was really unprofessional and seemed unprepared, barely able to answer basic questions about the process or even what a portfolio review was. I had to go through the recruiting coordinator to reach the recruiter, who never replied to emails about next steps. This lack of responsiveness made me feel unsure about future communication and negotiations. The second round was with a Sr Designer and went okay. The third round was a mess; one panel member rushed me, ending a 45-minute interview in 10 minutes. They seemed unprofessional, lounging and preoccupied, not really caring about the presentation.

The interview process was great along with the candidate experience. I met with 5 ZEOs (that’s what Zuora calls their people). Each interview was an open conversation which positions candidates to feel like they’re also interviewing the company as well. It was great to meet the other ZEOs that the Employer Brand Manager would collaborate with often. It gave me a sense of what projects are top of mind and what long-term goals the company had in the Employer Brand space. Everyone was transparent on the challenges, but excited for the opportunities of projects/programs that they can build and put in place.

It started with an HR call to check my resume, skills, fit, career plans, salary expectations, and a quick intro to the team. Then, I had a Zoom chat with the hiring manager where we talked more about the job details, company vibe, etc. After that, I met with the area director for a quick, focused interview. The next step was a case study where I had to prep a 30-minute presentation for a real prospect, outlining an action plan and strategy. An offer followed pretty soon. The whole process was clear and upfront, showing that Zuora values a two-way conversation.