Primeras rondas de screening habituales. Prueba tecnica con ejercicios practicos similares al producto que desarrollan ellos, tipo pair programming, en un IDE online. Por ultimo hay entrevistas de culture fit.

- Chat with team leader on work organization, software best practices. - Live coding with two software engineers: Three questions (logic of a React application, some CSS styling) After that I was congratulated because the live coding was successful and I was asked for references for getting an offer. After a few days I've been contacted saying that the live coding was not actually successful and I wouldn't receive an offer. I was told by the recruiter that the most important thing in the interview was to show that I could collaborate, listen to feedback, and work in TDD. I was told by the engineers that I shouldn't worry of solving all the three questions but rather focus on listening to their feedback and solve the problems in the proper way. I received some vague oral feedback from a recruiter saying that I failed because I wasn't sure about how React worked and I had to search during the live coding to remind myself things, and I didn't complete the three exercises. I can only imagine that another better or cheaper candidate came in later. Either way, it was very unprofessional to be told that I passed the interview and I would get an offer, and then withdraw what said. In general, there were signs of disorganization in the process: some of my questions about the role remained unanswered and I was contacted about the same things by multiple people that didn't talk to each other.