The interview process was thorough at a level that exemplifies a "slow to hire" approach. It was certainly the most lengthy process I have been through, with the most dimensions of evaluation - personal, technical, testing, and presentation. The first round interview covered basic phone screen topics. Second came a timed aptitude test that was challenging, it seems to evaluate work under pressure more than achieving perfectly correct answers. I recommend approaching this test with the mentality of finishing by giving your best guesstimate answers. Third was a technical interview covering basics of data analyst and engineering principles. I was able to connect with the interviewer about the needs and imperatives of delivering data engineering as a consultant, and be honest about the specific technologies I had less experience with. The fourth round was a culture and background interview with the COO. During this discussion I was able to pitch my broad experience across industries, demonstrate my understanding of what it means to be a consultant, and illustrate my prior successes in data engineering and analysis. The fifth round was a presentation of an analytics topic from my background, to both the COO and CEO. The request was clear on its parameters of concise and clear presentation at an executive level, demonstrating success. Both leaders engaged with my presentation and we were able to launch into culture, background and goals topics. Throughout the process I felt heard at each step. My main complaint would be lack of definite timelines between steps did live me sitting on pins and needles for a while.

Standard recruiting screen with an individual who was great. Enjoyed that conversation. Next step was two timed deductive/logical reasoning tests. I really feel like these are a waste of time. Why do companies still do these? You have graduate school programs that don't even require the GRE anymore. Also, a personal assessment of skills. I thought this was useful and a good way for both parties to see strengths/weaknesses. Next step was a "technical interview" which was informed by my self skill assessment. I had a casual and polite conversation with an employee who sold the company to me. However, it was obvious to me she wasn't impressed by my skills. That's ok, but I'm not sure I was able to really present my skills accurately based on her questioning. That's probably partly on me too. I'd say overall, I got the impression that bluegranite is a company full of "smart" people looking to hire other "smart" people. They seem to want specific skill sets, and I was hoping they would take a chance and be willing to train me where I lacked. Ultimately, I got the impression the role wasn't a good fit for me, and they felt the same. I feel like I could have been filtered out earlier in the process, though.