It started with a short screening call where the recruiter asked my introduction, rate myself on the scale of 5 for skills, expected compensation etc. The process was quite fast and they scheduled hiring manager in 2-3 days. Hiring manager asked behavioral questions like the project you are proud of, what could have done better if given a chance, what suggestions/improvements do you suggest for existing Zynga game. It was more about gaming analytics. Make sure you try their games, and have good understanding of gaming concepts.

During an interview with Zynga, I was surprised when the first round focused entirely on quantitative aptitude questions, and I was rejected based on that assessment alone. As someone with extensive experience in data analysis and end-to-end project delivery, it was disappointing to see that their evaluation relied so heavily on basic aptitude tests. This approach seems misguided, as it fails to capture the actual skills required for the role, like problem-solving, collaboration, and practical experience in handling complex data. Relying on quantitative tests to filter candidates right from the start overlooks the broader competencies needed for success in real-world scenarios, making this method both short-sighted and ineffective in finding the right talent