I've got a message through LinkedIn from one of their recruiters.

• ~60 minutes technical screening phone interview - problem-solving coding session.
• ~4 hours on-site interview with the team members 1-to-1 - two Architects, a Principal Software Engineer, and a Manager.
• Two by ~30 minutes phone interviews 1-to-1 with the VP Manager and another Principal Software Engineer (team member).
• ~30 minutes Skype with a Sr. Director.

Overall, I had a positive impression after all those interviews. They didn't ask me any coding problem-solving questions on the whiteboard, which I really appreciate. All questions were related to my experience and some design solutions.

But when it turned to the HR side, I've got a lot of disappointments. Let me explain.

At the beginning, I was interviewed for one team/department, but at the end, they wanted to give me an offer from another team/department. I had no information at all. What was the point of talking with all those team members and creating personal connections, and then simply dumping it?

They told me about transparency in both directions, but in fact, at all passed stages, they just collected data about me and didn't provide any details about the position and the compensation back.

At the moment when they announced that they are ready to give me an offer, I still didn't have any clue about the exact job description, department/project/team, and the compensation/benefits.

They asked me to provide contacts of my peers to run a background check, but at that point, I rejected it because I didn't want to disturb my peers for something I had no idea if it would interest me at all. I tried to explain my position to HR, but they insisted on processing the background check first and only after that disclosing the details of their offer.

I simply canceled it.

You have a list of messages, and you need to send it to the queue. I had to implement methods on how to do so in the most optimal way. They asked how it is possible to optimize the algorithm.