There were no coding challenges, personality assessments etc. I just spoke with engineers and once with the hiring manager. They would start off with a simple question of 'what have you been working on recently', to then start to delve deeper, asking more questions 'why did you choose that approach?', but it was also two way, if I had experience in something they were interested in, they would genuinely ask more to learn themselves. There was no poker face play going on. I ended up really enjoying it as it was engineers chatting tech. In hindsight though it was a smart move. The people who interviewed me were bright folks and would have spotted any BS a mile off. Also by making me feel relaxed and letting my guard down, they got to see if I was the right cultural fit for the company.
We'd open the interview with the same kind of 'what have you been working on' ice breaker to get started and to give the candidate something to refer back to. Then we had a core set of thematic questions to talk around (topics like DB design, API design, OO programming). Nothing was designed to catch anyone out, but it was a great chance to see how much detail a candidate could go into and how comfortable they were in their knowledge.
Having sat on both sides of the process, there's nothing I hate more than trick questions and technical tests. It's not representative of how we work, so it shouldn't be how we decide who gets the job either.
Full Stack: https://jobs.lever.co/FeedMedia/ccedd776-f862-45d1-b57f-fdba... SDET: https://jobs.lever.co/FeedMedia/134f1e6a-c7a5-47db-9476-66bf...
1. Screen 2. Submit a code sample 3. 1 hour remote interview with team lead 4. Possible final conversation with Director or Chief level for senior candidates
We’ve had good feedback with this process so far and have a great team