Overall, my interview experience was positive, despite not securing the position. The HR representative diligently guided me through each stage and provided frequent updates on the progress. The process included an introductory call with HR and a technical review with the CTO.

Had a brief 15-minute conversation with the Head of People and was rejected the next day. It’s baffling that FlutterFlow assesses technical skills through a non-technical HR lead. This was one of the first times I’ve ever been rejected at the HR stage, and frankly, it’s disappointing that a company working in such a technical domain doesn’t prioritize expertise in evaluating candidates. FlutterFlow, having someone who doesn’t understand the complexities of coding act as a gatekeeper for later stages not only undermines your process but could also mean you’re missing out on strong talent. If this is how you evaluate candidates, it raises questions about how you approach innovation and problem-solving internally. Companies that thrive don’t rely on outdated, surface-level screening methods, especially for technical roles.