The process consisted of a recruiter phone screen, followed by two technical interviews and a final panel interview with the hiring manager and team members. The entire process took about three weeks. Communication was clear throughout, and the team was responsive and professional.

I recently completed a 75-minute screening that included: 2–3 behavioral questions 5 rapid-fire system-design questions a 45-minute coding round and a short window for me to ask questions The technical questions were fairly straightforward, and I felt confident in my responses — clear, structured, and technically sound. While I haven’t received feedback yet, my best guess is that my rejection may have stemmed from the Q&A portion. I asked a few candid questions about the product vision, team culture, and growth opportunities — the kind of questions I believe any thoughtful engineer should ask when evaluating a team. Some of these seemed to catch the interviewers off guard, which might have left a mixed impression. Still, the engineers were pleasant, and the overall experience was positive. The only downside is the lack of feedback — something that always makes it difficult to learn what truly went wrong. Sometimes, teams might already have an internal candidate or be interviewing for formality’s sake — though that may not be the case here, the absence of closure leaves room for guesswork.