I took an interview like this before. I checked the vast majority of the boxes of technologies used, and experience in a specific type of processing models prior to deployment. Thought it was bagged and tagged mine. 4 rounds of interviews, two technical rounds and a system design.
Asked me some hyper-specific question about X and wanted a hyper-specific implementation of Z technology to solve the problem. The way I solved it would have worked, but it wasn’t the X they were looking for.
Turns out the guy interviewing me at the second tech interview round was the manager of the guy he wanted in the role—and the guy working for him already was the founder of the startup that commercialized X, and they just needed to check a box for corporate saying they’d done their diligence looking for a relevant senior engineer.
That fucking company put me through the wringer for that bullshit. 4 rounds of interviews.
Never again.
Never do more than 3 interviews. And that’s assuming they’re relatively short, maybe 1 hour apiece. Any more than that, and they don’t want you bad enough.
I don’t know if I agree with that. Having been on the hiring side of the table more than a few times.
Hiring a new employee is a risk; especially when you’re hiring at a senior enough level where the wrong decisions are amplified as the complexity of the software grows—and it becomes far more expensive to un/redo bad architectural decisions.
And the amount of time it takes for even an experienced engineer to learn their way around your existing stack, understand the reasons for certain design decisions, and contribute in a way that’s not disruptive—that’s like 6 months minimum for some code bases. More if there’s crazy data flows and weird ML stuff. And if they’re “full stack (backend and frontend) then it’s gonna be even longer before you see how good of a hiring decision you really made. For a $160k+/yr senior dev role, that’s $80k (before benefits and other onboarding costs) before you really expect to see anything really significant.
So you schedule as many interviews as you need to get a feel for what they can do, because false negatives are way less expensive than false positives.
Sometimes people can be cunning: charm, wow annd woo their way past even the savviest of recruiters with the right combinations of jargon patterns.
Sometimes they can even fool a technical round interviewer.
4-5 interviews (esp. if the last is an onsite in which you’ll meet many) seems to be about the norm in my field. Even if it kinda sucks for the person looking for the job.
Yeah, it saves you money…by costing the prospective employee. There’s only so much we as employees can or should be willing to give up for free, and it’s 3 interviews.
I also question if more than that is really improving the quality of your hires. Far more often (100% of the time, in my experience), multiple interviews are more a symptom of bureaucracy; multiple managers insisting that they get to stick their fingers in the pie, rather than actually learning anything more meaningful about the candidate.
… come to think of it now, I would have played ball with them if they’d just been transparent about the situation upfront. It was good interview practice and in retrospect prepared me well for the interviews at my current role. And I’m way happier with this company than I would’ve been there.
The Universe does funny things.
