Questions d'entretien chez DeepTech

I interviewed with DeepTech on Thursday, April 23rd at 3:30 PM and again for the second stage technical interview on May 6, 2026 at 03:00 PM. DeepTech's interview process is appreciably different, and it begins as soon as you receive the first email. In addition to selecting your interview date, you need to confirm a few statements. This is an easy detail for someone to miss in this hectic market. After the first interview you’ll be tasked with explaining how to make a sandwich to someone who’s… never seen a kitchen before; so be ready for that or any other curve balls they throw. The 1st screening interview was a group interview with one other person. It touched on general questions, customer service, and some personal questions to break the ice and the gauge character. It was pleasant enough; though I would have appreciated earlier confirmation. I only received notification that my interview was locked in mere hours before the interview. About a week later I received a notice that I was to move on to Stage 2, the technical part of the interview. A week after that I received a scheduling request, and just like last time I received confirmation of the appointment hours before the interview itself, only this time the start time was changed to 30 minutes prior to the agreed upon time, which brings us to the first problem. Scheduling. My situation is hardly unique, I’m currently freelancing and volunteering so scheduling is of the utmost importance. On the day of the second interview I had a packed schedule. Dropping a last minute change without confirming with the candidate first is poor form. The next issue comes with the technical issue, which was purported to be more of a “technical conversation” rather than a rote quiz of your technical know-how. To be fair it started that way, but it quickly evolved into a typical probing of one’s knowledge base. Which is fine of course, but I would appreciated more transparency. If you get to this stage, rehearse. It’s not enough to understand the concepts, you need to be able to explain them clearly using either technical or non technical language. I failed in this spectacularly (and in other ways) as evidenced by the canned email sitting in my inbox that Monday morning. Maybe it’s time I find a new line of work. On a related note, do refrigerators still come in cardboard boxes?

It started as a standard invitation to a virtual interview after I applied for one of their open positions. However, there was an interesting request included: they asked me to provide directions on how to make a sandwich for someone who had never been in my kitchen before. I followed their request and sent a detailed description to the hiring manager the day before the interview. I believed that this was a way for them to check if the invite was actually read, rather than just getting a blind acceptance. IT was not discussed or mentioned during the interview. The interview began at the scheduled time. I introduced myself to the hiring manager and another person on the call, whom I initially presumed was an employee, as part of the interview. However, I quickly realized that this person was actually another candidate for the same position. This was unexpected and caught me off guard; it felt unorthodox. Despite that, I navigated through the interview process with relative ease, as I felt I was a good fit for the role. However, I found the process to be flawed and unexpected, especially for a professional setting. While taking a written interview/questionnaire with a group can be one thing, having multiple candidates on the same call answering similar questions felt unusual to me. Additionally, the hiring manager was difficult to see, as most of the screen was filled with a blurred background, and their face appeared at the bottom of the screen. At 8 a.m. the following morning, I received a rejection letter. Given the qualifications of the two candidates, I felt I was more suited for the position. I reached out to the hiring manager with whom I had interviewed to request feedback, but I did not receive a response. When I revisited the company’s LinkedIn profile, I noticed that the HR person was not listed as an employee. Upon reviewing that person's LinkedIn profile, I discovered that they had left the company three years ago, which seemed unusual. Receiving rejection letters is a normal part of the job application process, whether they arrive a day or a week later. I was somewhat surprised by the quick response, but I don’t feel bitter about it. What was off-putting was the overall interview process and the employment status of the interviewer. This is my first time providing feedback of this nature. The unusual situation prompted me to respond.