I applied through an employee referral. The process took 3 weeks.

Lengthy interview process with inconsistent and unprofessional evaluation.

The interview process consisted of six rounds:

• Initial Screen
• Technical Phone Screen — Extending a codebase with AI
• Incident Response and System Design — Extending an existing system
• Previous Project Discussion and AI-Assisted Coding
• Code Review and Implementation of Proposed Fixes
• Additional System Design Round — Designing a system from scratch

The final round was particularly disappointing. The interviewer initially presented the wrong problem, repeating a question from an earlier round, before switching to a completely different system design exercise.

The discussion felt poorly coordinated, and I was left questioning whether my approach was being evaluated consistently. There were also communication difficulties throughout the round, and at times I felt that certain architectural concepts and trade-offs I was explaining, including the transactional outbox pattern, were not fully understood or explored.

This was especially frustrating given the exceptionally high technical standards expected of candidates. Following the interview, I independently reviewed my proposed architecture in detail using Claude, which assessed it at approximately 8/10, identifying relatively minor areas for improvement.

While AI feedback is obviously not an authoritative hiring assessment, it reinforced my concerns about the disconnect between my understanding of the solution and how it may have been interpreted during the interview.

More broadly, the process felt unnecessarily lengthy and rigorous, with an apparent expectation of near-perfect performance across every round. At times, it seemed to reward immediate recall of textbook concepts and specific terminology over practical engineering judgment, adaptability, and demonstrated professional experience.

Having spent around 6–7 years in software engineering, I believe there's a meaningful difference between evaluating whether someone is capable of doing the job and expecting them to demonstrate mastery of every conceivable topic within a series of artificial, time-constrained exercises. There's a difference between assessing a candidate's competence and expecting them to demonstrate an absence of weaknesses.

If candidates are held to exceptionally high standards, interviewers should be held to equally high standards of preparation, technical understanding, communication, and evaluation consistency.

Overall, I found the process difficult to justify relative to the time and effort it demanded. The company appears so focused on minimising hiring uncertainty across every possible dimension that it risks rejecting capable engineers over isolated imperfections, while overlooking shortcomings in its own evaluation process.

A rigorous hiring process is reasonable. An unnecessarily prolonged process with inconsistent execution is not.

• Initial Screen
• Technical Phone Screen (Extending a codebase with AI)
• Incident Response and System Design (Extending an existing System)
• Previous Project Discussion and AI assisted coding
• Code Review and Extending the codebase with fixes from that Review
• One more round for System Design (Designing a System from Scratch)