A phone screen followed by two rounds, one with a tester, one with the director of engineering. The recruiter called almost 10 minutes late. She asked very good questions, but I had a hard stop. When I told her I had to go, she continued to talk, causing me to be late for my other interview. Her follow up was very good after the first round, but after the final round I had to reach out to here when she had not contacted me after a few days. She never described the process, so I was at a loss as to where I was at. She told me there was another candidate being interviewed, then a decision would be made and I would be contacted. But again I was not, and had to reach out to her. People are generally on their best behavior during an interview, so probably better I did not get the position.

The recruiter reached out to me for this position. The initial stages involved a cognitive/behavioral test followed by three rounds: the hiring manager, an automation engineer, and a final cultural interview with the CEO. The chats with the recruiter and the technical team were an absolute delight; the technical portion involved a practical walkthrough of testing a web page, and I was very impressed by the team. However, the final interview with the CEO was a significant pivot. He arrived 10 minutes late to a 30-minute slot and the tone felt sterile and dismissive. The questions were largely unrelated to the SDET role or QA technicalities, focusing instead on abstract topics like 'Which CEO do you follow?' and 'What company would you invest in?' While the rest of the team was fantastic, the final round felt disconnected from the actual requirements of the position and lacked professional courtesy. It ultimately changed my perspective on the company's leadership culture. I would advise candidates to be prepared for a very unconventional and high-pressure final round that may not reflect the tone of the earlier technical interviews.