1- HR Interview
The HR team is somehow professional and will ask situational and behavioral questions, such as why you want to leave your current job and how you’ve handled conflicts with your lead. However, they don’t provide timely feedback and often don’t respond to emails unless they want to proceed with the process.
... 2- Technical Screening
The second interview is with a team member, likely the team lead. It’s a screening interview focused on your experience with Kubernetes (K8s), CI/CD pipelines (e.g., Jenkins), and other tools.
... 3- Technical Assessment
This stage involves hands-on tasks where you’re granted access to a Kubernetes cluster. There are six tasks, each with two sub-tasks, focusing on creating Kubernetes objects like Pods, Deployments, Network Policies, and Services, as well as deploying Jenkins and setting up CI/CD. They allocate 4 hours for the assessment, but realistically, it requires at least 6 hours. Spending this much time on an assessment without a guaranteed offer feels like a waste of time.
... 4- CTO Interview
The final stage is a discussion with the CTO about your experience, how it aligns with their needs, and more details about the role and the company.
Overall Impression
The process is average, but the unrealistic time expectation for the technical assessment and the lack of communication from HR are notable downsides.
