The process began with a recruiter call, followed by a 30-minute hiring manager (HM) round, and then a mini onsite that covered 0→1 product design and execution skills. I personally found the process a bit unusual. Although I felt that I didn’t perform well in the HM round, I was still moved forward to onsite. My onsite, in contrast, felt very strong, but I was ultimately rejected.

They have a standard hiring process that is documented and sent to you when you interview. Applied through a referral. Recruiter > Hiring Manager > Mini Case Round (45 mins each on Product Sense & Product Execution) > Full loop interview (They call it virtual onsite where you meet different stake holders). I didn't clear the Mini Case Round. Hiring manager round was mostly behavioral with questions on "tell me about a time when.. " and expectation was to provide STAR format answers. Case Question 1 (Execution) : RCA type question where I was asked to diagnose fall in metric for an e-commerce business. The interviewer didn't give any other info and when I asked clarifying follow up questions, I was asked to assume and move on. I lost my confidence in this round. Case Question 2 (Product Sense) : What is your favorite product & how would you improve it? With couple of follow up questions. This round was normal. They really insist on customer empathy, tying back to business metrics. So prepare well here. The recruiter was very communicative and got back promptly after each round with status and guidance for the next round. Even when they decided to move on, the recruiter set up time to time to provide actionable feedback. Really appreciate this gesture when it has become a norm to ghost these days.

1. Interview with Recruiter - basic HR questions and experience/background 2. Hiring manager interview - basic background overview and work experience 3. Product Management onsite interview - Product Execution & Product Sense Interview 4. Onsite - XFN interview, Skip level, Hiring Manger, Engineering & Design