The interview process begins with a recruiter interview, followed by two pair programming tests and one design test. All these tests are similar and serve the same purpose: to filter candidates of a specific type. After completing these steps, a successful behavioral interview leads to an offer.

For me, the interview was an opportunity to work with three competent developers at Atlassian. An interesting observation was that technical debt and security, which are critical for all software companies, were not considered essential by them. This may explain why Atlassian has lagged behind its competitors for some time.

A second point of concern is that only one interviewer conducted the technical interviews. This individual could potentially exaggerate feedback or easily neglect to note your answers. I suggest Atlassian consider the following:

1. Assign two interviewers to each session or record interviews to encourage more neutral feedback from interviewers.
2. Atlassian should view interviews as a marketing opportunity and select individuals who represent its brand.

After enduring three pair programming tests, I identified numerous advantages in my current team compared to Atlassian. I wish my interviewers had presented their company better. 3. Companies will not be successful without diversity.

The first and second technical interviews are coding challenges. You have to implement a method.

Step by step, the interviewer asks you to support different requirements.