The first round was with a senior leader in the growth team over Zoom.

I recently had an interview experience with a leader from the growth team that left me feeling disappointed. The company’s HR team was efficient and organized, which initially gave me a positive impression. However, I encountered issues during the actual interview round. There was a discrepancy between what the HR team informed me about the interview process and what the interviewer, who was the head of the growth team, expected.

During the 45-minute interview, the interviewer asked over 20 short-answer questions, which would typically be spread out over a full interview loop. While the questions themselves were not particularly challenging, the expectation for detailed responses in such a short time frame felt unrealistic.

Moreover, I perceived a strong bias in the interviewer’s approach. After sharing our respective experiences in the field during the first few minutes of the interview, I got the impression that I had more hands-on experience than the interviewer. This led me to wonder if the interviewer felt threatened by my background and experience.

Post-interview, I conducted some research and discovered that the interviewer had previously been on a performance improvement plan at a top-tier company. It appeared that this information had been concealed when he secured his current senior-level position.

Overall, this experience was disheartening. I had high expectations for this company, but this encounter has led me to believe that having the wrong leaders can negatively impact productivity. It’s unfortunate when a potentially good opportunity is overshadowed by such experiences.

List of all manager and leadership questions, including:

• Experience
• Style
• Coaching
• PIP (Performance Improvement Plan)
• 1-on-1 meetings
• Conflict resolution
• CX (Customer Experience) functional scenarios
• And a lot more.

List of technical projects, with details on a couple of projects.