Four Rounds of Interviews:

• Recruiter Screen
• Hiring Manager Interview
• 4 Person Cross-Functional Panel
• Second Hiring Manager Interview

This was a behavioral-based interview process with an emphasis on the STAR method and highlighting individual company values. Some additional review into Samsara's cultural values was helpful in defining the context for each of the panel rounds. The process was designed to stretch a candidate to understand their work and strengths/weaknesses, but it was not the most challenging interview process.

How do you prioritize quality efforts and bring cross-functional teams on board?

Give an example of a time you proactively solved a quality issue before it became a major concern.