The interview process involved three phone screens, followed by five onsite technical rounds.

The interview panel at the Bangalore office appeared bored, disinterested, and strangely full of ego.

The most amusing part was the interview with the hiring manager. He seemed completely unimpressed with everything I said, often interrupting my answers mid-sentence with sarcastic comments.

There were several instances during the interview where the manager made me feel like I knew very little about the team's technical stack. While I acknowledged a learning curve, I was surprised that a hiring manager would speak so negatively about his team and project to a candidate they were trying to recruit.

Despite this painful experience, I was offered a job. I felt immense joy in declining the offer, not even waiting to hear the salary details. I flatly stated the role was not interesting.

The interview panel needs to understand that candidates are also interviewing the company and its culture. While LinkedIn has a great office and benefits, this experience made me abandon the idea of working for or reporting to a manager with serious attitude problems.

LinkedIn, get your act together. Is this truly the work of a "best place to work for"?

Some panelists were delightful to interview with. I appreciate an interview that is challenging yet informative, and makes me want to work with those team members. The hiring manager round, in particular, offers insight into the future with the team.

Even if the manager was trying to put me under stress, this was a big gamble that, in his case, backfired completely. It turned me off the opportunity. If he didn't want me on the team, the offer shouldn't have been extended in the first place. It was a very strange experience.

I interviewed with LinkedIn before, with their Mountain View teams. Save for a difficult interview experience, the panelists were humble and down-to-earth, a far cry from the bored, boastful Bangalore panelists.

Clearly, LinkedIn Bangalore has much to learn from their US counterparts in brand building during interviews.

I feel I should have shared this feedback with the recruiter rather than going anonymous on Glassdoor. However, I chose not to tarnish all of LinkedIn due to one panelist's bad attitude. Though, the other panelists weren't much better (save for two).

I know LinkedIn is serious about its brand as an employee-friendly place, so I hope this feedback reaches the right people. I sincerely hope this was an aberration.

Find 3 numbers in an array that sum to or are closest to a given sum.

Culture fit and behavior round: Mostly around past projects and dealing with and handling team members in large, complex software projects.

Onsite: Find connected islands in a matrix of 1s and 0s. Write an approximate function for sqrt(n). Design a tiny URL service.

Software craftsmanship: Describe what quality controls you suggest for a critical, highly available service before deploying to production.

A very weird managerial round. Most important accomplishment. Do you describe yourself as a leader or an individual contributor? What kind of managerial style do you prefer?

Describe any technical project you worked on in the past. Technical communication round.