1. Initial phone screen with Talent & Ops 2. 1:1 phone call with an existing member of the team I would be joining 3. Technical assessment - (via Zoom) presentation to two team members of design & pseudo-code for a "homework" project provided a few days earlier 4. Cross-team - (via Zoom) hiring manager plus someone from a different team that I would work closely with 5. Redoxiness - (via Zoom) discussion with two employees to determine cultural fit 6. Final call post-offer to answer any questions, discuss next steps, etc. The interview process moved smoothly and quickly. Next steps were well communicated. Implicitly or explicitly, cultural fit was a component of most if not all stages. While detailed, the interviews were conducted in a fairly relaxed, Q&A/conversational manner.

The entire interview process took 6 weeks from start to offer. It seems like Redox really stresses the importance of a cultural fit as more of the interview process seemed to be more behavioral questions rather than technical questions. One thing that I really appreciated was that the recruiter met with me early on to discuss compensation and benefits to make sure that we were on the same page. It makes sense to get this hashed out sooner rather than at the end of a long interview process. There weren't any curveball questions. Most of my interviews were just normal conversations with the interviewer. Even the technical interview was rather casual. I would say that everyone I talked to was openly transparent about what they were looking for and appreciated me showing the same candor back to them.