The interview process usually begins with an application screening, where resumes are filtered to see if the candidate meets the basic requirements.

Next comes a phone or virtual interview, often with HR, to test communication skills, motivation, and general fit.

After that, there might be a technical or skills-based round, which could include coding challenges, case studies, or problem-solving exercises, depending on the role.

Candidates who perform well usually move on to panel or manager interviews, where behavioral questions (“Tell me about a time when…”) and role-specific questions are asked. Sometimes there’s also a group discussion or task to test collaboration.

Finally, there’s often a final round with senior leadership, focusing on cultural fit and long-term vision alignment.

If successful, the candidate receives an offer letter, followed by negotiation and onboarding.

One of the questions they asked me was, “If you had to explain the internet to someone from the 18th century, how would you do it?”

It was completely unexpected, but fun — they just wanted to see how I think on my feet.