A Disjointed Interview Saga: Lessons in Clarity I was referred by an employee for a senior staff position and went through a month-long interview process. It began with a recruiter screen, followed by a very informal interview with the hiring manager. There was a period of silence for over 10 days due to illnesses, which was understandable but added to the length of the process. The final phase included a series of technical and competency interviews, focusing on software architecture/system design with an emphasis on scalability and global considerations, as well as coding and operational excellence. The company places a strong emphasis on aligning answers with their core values, similar to Amazon's approach, and I was encouraged by the recruiter to study and apply these values in my responses. While the technical aspect was manageable, with two coding questions that were quite basic and quickly completed, I was ultimately rejected due to my recent experience being more focused on people management leadership. This feedback was disappointing, as it seemed like something that could have been identified and addressed much earlier in the process, saving time for all parties involved. Overall, I found the interview process to be somewhat disorganized and lacking in transparency. It's important for companies to have a clear understanding of what they're looking for in a candidate and to communicate that effectively throughout the interview process. In this case, I felt there was room for improvement in how Warner Bros. Discovery handles its interviews.

Interview is based on 1 Tech screen round with coding round. After coding round candidate is moved to interview loop. Loop consists of Automation process and coding, QA process and operational excellence, test framework design and development.