The interview process was practical and closely aligned with the real tasks I later performed in the role. After an initial HR screening, I had a 1h tech interview followed by a conversation with the client. The technical interview focused on real-world scenarios rather than theoretical questions, which I found really valuable. The interview was recorded for client purposes. The client interview was more high-level and centered around the current project and general expectations - without deep technical dives. There were no take-home tests or assignments; everything was covered during the interviews, which made the process efficient and respectful of my time. I was given plenty of time to ask questions, and (as I confirmed when working with the company later) the answers I received were honest and accurate. Overall, it was one of the best interview experiences I’ve had for this type of role. I felt well-assessed and learned some things that I’am going to apply when interviewing candidates myself. Highly recommended.

1. Recruiter Interview: Initial screening to check qualifications and interest. 2. Team Lead Interview: Introduction to Naviteq and a technical assessment. Discussion of work preferences and communication skills. Assignment of a standardized test task from a Git template, focusing on Terraform. 3. Test Task: Completing a mandatory(most of the times) Terraform task within about a week to assess technical skills. 4. Technical Chief Interview: Evaluation of technical skills and whether the candidate's values align with the company culture. 5. CEO Interview and Contract Discussion: Focuses on financial terms and final contract approval. Note: This process is the general approach but may be adapted according to specific interview requirements or project needs.