Pretty pleasant process, initial conversation with talent acquisition assessing general suitability. A second call with the team lead and director of engineering which was mildly technical and very friendly. Both wanting to know more about my previous work. Invited for an onsite interview which was more technical with a few coding challenges to complete on paper and a bit of whiteboarding to go through basic problem solving. Everyone was kind and professional but due to personal reasons I had to decline the offer. Had my situation been different I would have accepted.

- Very nice and enthusiastic screening interview with lead engineer and HR: CV overview and then questions probing knowledge of basic electronics 2nd : was told to take an online Personality test which turned out to be an old-school type IQ test (like that Mensa stuff) - rather HR-childish I think. 3rd: In person 2hr interview with senior Video engineer and new staff member. Friendly atmosphere you are given the impression that they want to know you better, so they can see where you fit within the team because they have multiple roles (watch out this is likely disingenuous). Interview maintained friendly tone while technical/ engineering, were you are also asked to write C code on paper to complete a function. It then further twists into a rather uncomfortable new-age bizarreness of mind-puzzles with paper folding exercises thrown at you while simultaneously you are asked engineering related questions on machine learning - antennas etc. This is meant to see how well you perform under stress (face palm).