Interview process was smooth and well-ran, it progressed as quickly as I liked to allow adequate time for preparation between each stage. Stages were - screening call - call with engineering manager to discuss technical background and team fit, - coding interview in preferred language, leetcode style. Would say it was easy-medium difficulty, strong focus on communication and thought process rather than code - system design interview, again more focused on thought process and communication. This was around building a popular ride sharing app - final interview was a behavioural style one focusing on their values Overall this was an excellent process, I was provided with information before each round detailing what to prepare and what to expect, I received feedback within an hour of completing each round. I'm not sure if this is standard for all of SafetyCulture but the talent partner I was dealing with, Rena, set a brilliant standard that all recruiters should look to achieve.

While the interviewer seemed nice, it's unclear how prepared the interviewer was 🤔 Many questions kind of repeated themselves, or were weird hypotheticals. Interviewer seemed nice but questions were a bit disorganised & felt like it was a checklist without much thought. As some questions also asked stuff about things I just explained to the interviewer. I got asked a weird question like "would I reject an offer if paid twice but had a bad culture?". Not sure what is sought after with this question, but if it’s to evaluate if I care about culture, there has be a better way to ask that... it’s also very superficial. Would have thought questions that assessed behaviour would be better for assessing culture add 🤔 It also comes off, as trying to weeding out people who know their own worth. In the end there were limited slots to fill and they just got a better vibe from other candidates. That's a perfectly reasonable reason to not proceed with someone, I’m sure there are bigger fish in the pond and budgets are tighter. I get it. Unfortunately they followed that with vague unhelpful feedback like "you’re too junior” (didn’t elaborate why), “come back, when you’re more senior" (no thanks), and something about having already filled more junior roles (I didn’t ask nor had any intention too?). This isn't really helpful feedback 1️⃣ What we’re they expecting me to do anything with this? 2️⃣ Provide examples so feedback feels earnt. If it’s the case that other candidates performed better or provided more certainty that’s all you need to say.