- Around 1h+ meeting with HR (People & Culture partner) and the engineer who is doing automation QA there now (he's actually a regular Dev who has participated in the product development actually). Goal is to get to know the candidate and vice versa.
- A home assignment in Python.
- A 1:30h review meeting of the task with comments and questions about the solution. This one is with the automation QA and a principal engineer.
- A third, 1:30h interview, which is a technical one again, with the same employees. This one is about a wide range of technical questions, such as operating systems, OOP, data structures, algorithms, etc.
- Final interview with two lead engineers/VP of Eng, which I didn't reach, but was scheduled for another 1:30h in the office.
My feedback about the interview/position:
- The position looks as a purely software engineering one, as there was not a single QA-related question in both technical questions, so "in test" in the title of the position can/should be emitted. The company does not have a dedicated QA team and growing one does not seem in the plans.
- They liked my solution to the task and my Python skills, but it looks like it was more important to them that the candidate knows algorithm complexities and other rather theoretical questions, rather than actual python and testing skills.
- The process is generally slowish and you have to ask them to speed it up if possible.
- The r&d doesn't seem to have grown that much (about 10 software engineers in total now) lately and most people in the engineering have been in the company for 2-3-4+ years/start of the company, so they seem OK with a slowish and picky interview process in order to only get the top talent, which probably means that the current set of engineers is good enough for the amount of work they have, i.e. the amount of work hasn't grown that much over time judging by the lack of newly hired engineers.
