I had a total of 5 sessions, not including the 40 minutes I spent on the phone with the recruiter.

• 3 technical sessions
• 1 with the hiring manager
• 1 with HR

(I split the sessions into different questions).

Overall, the process is very tech-focused and quite challenging. It feels good to pass to the next round after each interview.

They are really focused on their values, so think if you are the right fit or not.

I would suggest they be more direct during the management/cultural questions. I don't get the point of asking an open-ended question to see if you can come up with an example that relates to their values. Being under that kind of pressure blocks your mind; just be open and direct. It makes me think that getting things done or getting feedback is a very complex process. I am not giving a thumbs-up since the last interview round really ruined the whole experience; the technical side is great, however.

Sessions:

1. (1 hour) Imagine you are implementing Confluence page permissions. What data structure would you use? If your page has children pages and you have access to the parent page, then you have access to all children. However, if you only have access to one child, you don't have access to the parent or other children.

2. (1 hour) Write a rate-limiting function. Various iterations increased the difficulty after each one; about three stages were written.

3. (90 minutes) A very heavy technical session, pretty much divided into three parts:

   1. Describe some software architecture you have worked on recently.
   2. Q&A about technical decisions on microservices, software design, security, databases, and some SRE principles.
   3. Design an API to tag different resources across multiple Atlassian products.

4. (45 minutes) The hiring manager asked a bunch of questions about team behavior. Be humble here; prepare some examples related to the company values. If you get stuck on one or two questions, try to move on or give an example that is at least related. Try to talk about examples where you have been "the change you seek" and that you "don't s#!t the customer." Be careful, though; they will grill you until they hear an example related to their values, and it has to be a strong example.

5. (45 minutes) An HR session. Honestly, the HR person couldn't care less about your technical abilities; it's more of a psychological evaluation. Again, what matters here is that your examples fit 100% with their values.