The interview consisted of an HR screening and a technical interview with one of their tech staff.

The technical component was easy to solve, but the atmosphere was tense throughout. The interviewer made zero effort to establish a relaxed atmosphere—no smiles, no pleasantries, etc. It was evident that he thought a lot of himself and enjoyed being in a position of perceived power on the other side of the table.

After solving the technical challenge within the allocated time, it took a few days to be told that I didn't make the cut, and more than a week to get feedback. I was puzzled to learn that the tech staff considered the solution to be unoptimized, but even more surprised to be told that while I completed the task in the allocated 40 minutes, candidates who solved it under 30 minutes scored more points.

My takeaways from this experience:

• The company values rushed work, with no consideration for what is missed in doing so (quality code, for one). This could be an indication of rushing in other areas (project work, annual reviews, etc.).
• The company does not have a reputation for ethnic diversity and appears to hire from a specific demographic (you will know which one after the interviews). While they will never admit it (they can't, can they?), a candidate should ask themselves if they really want to work there.
• I was left with the impression that they conducted the interview merely because they are obligated to do a certain number before proceeding with a candidate they had already chosen. If this is true, it is not only unprofessional but a waste of candidates' time.

My advice to the company:

• Get someone senior to conduct the interviews, not a regular tech staff member on a power trip. People skills are important (or should be). Interviewers are the window into your company, and how they conduct themselves reflects the company as a whole.
• Be upfront about the rules. You cannot ask for a solution in 40 minutes only to tell the candidate afterward that you prioritize those who do it under 30 minutes. It feels like an arbitrary rule made on the spot to justify having selected someone else.
• Judging candidates by their ability to deliver a solution under severe time constraints is a lazy interviewing method and a red flag for the company on many levels. A senior individual will not necessarily finish the task faster than others, as they consider scenarios that juniors often miss. If anything, seniors will be slower, but the solution provided can be trusted for design, scalability, maintainability, and many other important aspects.

Coding exercise to be resolved in 40 minutes.