A prescreen interview with one of two hiring managers involved probing questions based on both my resume and their project needs.

This led to three technical screens, one for each of three positions between the two managers.

The screens were very technical and conducted with product leads. The questions were challenging and difficult but directly addressed the project needs. On the other hand, they didn't appear onerous as the positions were good matches, and all I had to do was make a strong effort on the fly with a little nudging here and there. The key point is: if you put it on your resume, they will ask about it, and if it's a direct need, they will go deep on it.

I did prefer this style: direct and deep technical questions about what you did and how you'd apply it to their direct needs. This is far better than random "pet" algorithms I haven't needed in 30 years, or puzzle questions like burning ropes on an island. Those may be fine for new college graduates with little experience, but they don't bring out what I have done and can, by extension, solve and do for you.

A second round technical interview with members of the team was scheduled. However, one manager was ready to hire, and as it was my preferred position, all three offered positions.

The formal offer process was very slow, with very singular, unresponsive offshore recruiting automatons. The managers could do little to intervene.

1. Describe your major projects in recent history and what you yourself were challenged with and accomplished.

2. For these key areas/items, describe in detail challenges and accomplishments with those skills.

3. Here are several technical scenarios we deal with and face that are related. Some of these we know the answer to, and some of which we don't. Discuss in detail how you would architect, implement, or solve this with your experience in those areas.