The interview process followed a standard format.

The first step was a one-hour screening interview, followed by a one-hour one-on-one with an Engineering Manager. The final stage was a three-hour interview, split into three equal-length panel discussions focusing on technology, product, and management.

This was a very long interview process, spanning over 12 weeks from application to receiving a final decision.

Interviews were conducted remotely via Google Hangouts. The majority were question-and-answer style conversations. However, the technology session used a presentation format with Mural.

The question-and-answer conversations were based around the STAR method. I had not been informed of this beforehand, so my answers were more conversational. While this may be the norm for interviews these days, it would be helpful to have critical expectations, such as this, stated clearly in the interview preparation material.

Personally, I felt the manner in which I was informed of not being offered the role was handled poorly. I wasn't feeling confident about receiving an offer, but three weeks after the final interview, I received an email requesting a call. Five days after that email, I finally spoke to someone at Spotify. This person provided feedback from my interviews, which I do appreciate. However, I had to explicitly ask what decision had been made rather than being told directly at the start.

This is one of those experiences that will stay with me, and I'm sure it will be mentioned with colleagues when we share bad job interview experiences.

Overall, I found everyone friendly and welcoming. However, I believe some improvements in organization and process would vastly improve the interviewee's experience.

I would provide more examples of interview questions, but it has been such a long wait since the interview that I've forgotten most of them.

How would I monitor team performance from a Product perspective?

Give me an example of how I resolved a difficult line management issue.