adjoe Senior Android Engineer interview questions

I recently went through the interview process with Adjoe for a Senior Android Engineer role, and unfortunately, it was one of the most unstructured and frustrating interview experiences I’ve had. 1. Lack of Transparency in Job Expectations The job description clearly stated a requirement of 3 years of Android experience, yet despite having over a decade of experience and meeting almost all the listed qualifications, I was rejected immediately after the initial screening call—something that rarely happens at this stage in my career. If the actual requirement was developers with extensive SDK experience or some other niche skill, that should have been clearly mentioned upfront in the job posting rather than misleading candidates into thinking they are a great fit, only to waste their time. 2. Poorly Conducted Screening Interview The interview itself felt rushed and robotic. Instead of creating a professional and welcoming environment, the interviewer jumped straight into questions without any introductions or effort to build rapport. A simple “Hey, how are you? Here’s what this call is about” would go a long way. Additionally, no details were provided about the technical topics to be discussed, leaving candidates to go in blind. If technical questions are a part of the screening, then clearly communicating that beforehand would allow candidates to brush up and prepare accordingly. 3. A Waste of Time for Senior Candidates This was the first time I have ever been rejected after just a screening call, which strongly suggests poor calibration between HR and the hiring team regarding what they are actually looking for. If the company had clear expectations and a structured evaluation process, they wouldn’t be stringing along qualified candidates only to dismiss them arbitrarily. Final Thoughts If Adjoe truly wants to attract strong engineering talent, they need to seriously rethink their hiring process. Be clear and upfront about specific technical requirements in the job description. Structure the interview process better—don’t jump into questions like a checklist. Give candidates a fair chance instead of making snap decisions in a screening call. If the role is SDK-heavy or requires niche expertise, be transparent about it. This experience was disappointing, and I wouldn’t recommend applying unless you have very specific SDK experience or enjoy an interview process that prioritizes speed over substance.