My experience with the interview process was mixed. The prescreen and hiring manager conversations were fine, fairly standard and professional. However, the sourcing exercise felt poorly designed. Candidates are asked to build Boolean strings and source full stack engineers live, on the spot. The confusing part was that when I surfaced strong, highly relevant profiles, the feedback suggested those candidates would likely be too expensive. That creates misalignment. If budget constraints are strict, it would be more transparent to communicate target seniority and compensation range upfront so the exercise can be evaluated fairly. The approach to sourcing also felt outdated. Modern tech sourcing is multi channel and competitive, especially when going up against larger and better funded companies. The process here seemed heavily fixed on LinkedIn only, with little openness to alternative sourcing strategies or platforms. That lack of flexibility can make it harder to compete for top talent. Overall, I suggest candidates clarify role scope, seniority targets, budget expectations, and sourcing expectations early in the process to avoid wasted effort on both sides.

The first stage is a call with the recruiter. They assess technical skills, previous companies/tenures etc. they also ask competency based questions to assess “culture fit” before clarifying notice period/salary expectations etc.

- initial phone interview - video call with hiring manager - video call with COO - in person interview with hiring manager - in person interview with COO - in person interview with someone else from the business (TL for Customer Care in my case)