The interview process involved an initial 45-minute session covering resume probing and questions about career path and fit. This was followed by four one-hour interviews:

• Experience with a technical challenge on a previous project and how you overcame it.
• Interpersonal/culture fit.
• Coding interview.
• Closing interview with the hiring manager.

The recruiter was slow to respond to messages, taking over a week post-interview to provide a status update or inquire about follow-up needs. I was told I would receive a feedback email with more details regarding my rejection, which I never received. I decided to cut my losses on wasted time and did not follow up.

One interviewer was late and seemed unprepared, asking questions easily answered by my resume, indicating they had not reviewed it. This interviewer also contradicted information previously provided by the recruiter, suggesting extremely poor internal communication.

The role was not as initially described. Instead of hiring a new SDET, they were seeking someone to completely set up a new testing system. However, the recruiter stated they were unwilling to make the role senior, and the base pay was not appropriate for the scope of the responsibilities. Additional pay is locked into equity, which is likely the primary reason for good retention, at least within this business group.

This is very dependent on the exact role and your background and experience.