The process took 4 months, 8 rounds comprising a total of 10 interviews plus 4 informal chats which I summarize bellow. Overall the experience was subpar, Glovo is not up to the level of seniority they demand from candidates and that was consistent throughout the process. My advice if you're applying to a senior position at Glovo - be prepared to face disarray, a lot of things changed often in my process - compensation package, scope of role, deadlines, etc - there's a lot of internal communication hiccups - Culture is no longer what they say it is, maybe it was for some time in the past, facts shows that Glovo is turning into this big organization - Gas - they move quite slowly, process had several bumps, average touch point was 2 weeks. Between Jun-Sep glovo hired 1 person for the country, they say by the end of 2019 team will have incremental 20 people - Ownership - classic startup blurb, they say every senior manager own their pod, reality is you have blurred autonomy, decisions are made at a higher level, democratically, very standardized, lack of room to call silver bullets from regional general manager - be prepared for unsettling goals: they expect you to overdeliver but fail to align incentives with goals, e.g. they want to pay junior level compensation to senior managers because the geography is new - Compensation - be careful with the constant overpromise-underdeliver... HR is a mess, they don't own the information, things change on the fly. We agreed several times on 95k bp and word came back that this role was capped at 75k all the time - Unexperienced VP level sitting in a ton of money - Candidate is not at the center of the process, Glovo has the magnet mentality of you should be the one pushing it - Things that check right - their people are likeable and cool, they were always on time for interviews, met some smart people, country is expanding fast and they're pouring money on marketing Glovo has a an exciting business running, first 3 rounds will get you pumped, but as you progress that's when you start realizing it's dangerously sitting in the hands of unexperienced people, they're no longer the 300 people startup... it's 2000+ people and counting. My advise: Take the time to unbiasedly reflect if this is the right move to take your career to the next level Hiring Stages 1. Screening call with HR - the usual questions, why glovo, why me, why now 2. Take home test - 7 questions on very specific operational and strategic hurdles General Managers and Head of Country face (more info on this bellow) 3. Interview with GM Region 4. Interview with VP International expansion 5. Interview with HR to reassure all things aligned before next stage 6. Business case - strategy deck for the country, HQ presentation 7. Cultural fit - 3 rounds of interviews with team members 8. Final interview with GM region - to discuss any open issues Hope this helps providing more clarity for those of you applying to senior roles