They conducted 3 rounds , 1 HR screening and 2 video interviews. HR round and 1st video interview went fine but 2nd Video interview went weird. Interviewer was yawning constantly as I was answering and looked distracted. I knew he is doing this for sake of doing it and got a rejection email after 2 days. I thought I answered all product related questions which are product and analytics best practices used by an technology product. Guy asked me which domain I am interested in, without explaining me internal domains of Logon how did he expect me to link my interest with their internal domains. I was told in rejection email that they are looking for specific skills. In the end he told they are back end team , they were checked my back end skills. I have been a back end Java developer in the past and have personally took lead as data designer/database modeler in my current role. I have worked on many projects and teams, that's my forte. There was no design exercise to test skills, just general product mgmt questions from my current role. I will suggest lifion to better train interviewers on giving an overall domain overview and asking proper related questions. This was a technical/solutions architect role, so check relevant design skills instead of asking candidate randomly about their domain interest. Also, similar questions of resume walk through should not be asked twice, process takes weeks and you are asked repetitive questions. Time of a working professional should be valued.

There were 5 rounds 1. Recruiter Screening 2. Video Interview 3. Interview onsite ( 2 rounds ) 4. Interview onsite( 2 rounds ) 5. Video Interview I was extremely disappointed with how they handled the interview process. They ask you questions based on their internal platform that is not open source. Half the time was spent trying to explain the platform and the abstraction layer. The first video interview went very well. The first onsite was a bit tricky but I was able to answer their questions based on the platform. The second onsite interview was a total waste of my time. They ask the similar kind of questions and the interviewers were pretty much checked out. It felt like they had already found their candidate but had to entertain me or they were just killing time. One of the interviewers was even yawning during my interview and forgot what he was asking. This shows lack of professionalism and I don't think anybody would want to work with such people. Following my second onsite, I received a rejection email letter. I was not surprised to say the least but I contested it because of the above scenario. I gave the HR recruiter my feedback soon after the co-founder reached out to apologize and offer a video interview to make up for the poor show. I genuinely appreciated the gesture and had some faith in their recruitment process. During my makeup video interview, the interviewer was asking basic questions nothing too technical or to test my aptitude. The very next day I received a rejection letter stating "I don't have the technical skills". The entire process is way too long. One advice would be to please cut to the chase it would save both the candidate's and the recruitment team's time. If you are going to test a candidate for their technical skills then keep it generic not specific to your platform