I found this position through a third-party recruiting agency.

The first step was to complete a fairly straightforward code challenge. The task was to create a simple front end that consumes the Google Books API and allows users to search for books by title.

After the code challenge, there was a phone interview with the head of engineering. He explained the company's mission, products, the role, and the team. He was very easy to talk to, explained things well, and we ended up chatting for a bit longer than the prescribed 30 minutes.

Due to some changes from their recent acquisition by Nokia, the hiring process was temporarily paused. After several weeks, the process continued with another phone call.

This phone screen was a conference call with the two front-end team leads. They asked questions about my experience, side projects, and ability, as well as clarified questions about the role and day-to-day operations of the front-end teams.

The process concluded with a final, onsite interview in their Ann Arbor office. The interview lasted about 3 hours, with several rounds of interviews. After a brief tour from their people ops manager, I again met with the head of engineering for a 1:1 chat to answer any outstanding questions.

We were then joined by the front-end team leads, where they asked abstract technical questions which included software design decisions, architectural patterns, and software development philosophy.

The next round was more technical, and involved reading through a chunk of their code, explaining what it did, implementing incomplete methods, and suggesting improvements for future functionality. I was joined by one of the team leads and another team member, who were super willing to answer my questions and talk out ideas with me.

The next round was much more casual. I met with some other members of the front-end team and had a chill conversation about the JavaScript ecosystem. We compared frameworks, talked about dev toolchains and cool new tech, and chatted a bit about the state of their applications and what they're working on improving over the next year.

The final round was with the people ops manager again, and ran the gamut of typical HR questions: "Tell me about a time when...", "Strengths/weaknesses", etc.

It was a pretty chill interview that wasn't too intimidating. The people on the team made it feel really collaborative, and their director obviously understood it was about finding the right fit for both of us.

The final step was just meeting their founder and having a super quick and casual chat with him. I got the offer a week or two later, accepted, and started corporate onboarding, which included a background test and drug screen.

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