I started with a recruiter screen, then moved to a hiring manager conversation where we talked through my experience and what the role would actually feel like day to day. Scheduling was smooth and the whole process felt transparent, like people were actively coordinating rather than just sending calendar invites. After that, I was given a timed take-home coding assignment—about 2.5 hours for me—then a technical discussion to walk through my solution. That follow-up didn’t just test whether I got the code working; it was also about how I thought through tradeoffs and limits of what I delivered.
After the coding review, I went through more rounds with engineers and then a final step with leadership. Those later conversations leaned into collaboration and soft-skill fit as much as technical ability, and I got a sense they cared about how I’d work with others, including across remote dynamics. Even when I missed something in my take-home setup and couldn’t finish perfectly, the feedback loop around the discussion still felt constructive rather than hostile.
> 1 year
Difficult Positive Brazil
The interview process felt transparent overall, but it was clearly more intense than the average screen-and-review path. For me it took roughly 2–3 weeks, and every step was set up to cover multiple angles: a recruiter conversation first, then a take-home technical test that had a hard time constraint—about four uninterrupted hours for the work—and then additional discussions beyond pure coding.
The take-home focused on building something real rather than doing a quick live exercise. In my case, it was a short, self-contained project with specific rules around what tools or libraries were allowed, and the goal was to produce a working gist-style viewer with key features like searching and navigation. It was a lot to do in a single block of time, and even though the requirements were clear, it still felt like the kind of assignment that could easily run over if anything in the setup tripped you up.
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