Brief phone screening followed by an in-person interview with 3-4 employees. I would say the overall interview process was mostly positive; I enjoyed almost everyone with whom I interviewed. The second guy that interviewed me was very warm and said he enjoyed our discussion so much that we ran out of time to do the case study, which was ok because I pretty much covered the hypo in our discussion. The last guy in the interview rotation started his interview with, "So what can I do for you?" How disrespectful. That is a question you ask someone when they knock at your door and not someone who is already in the door having a discussion. Moreover, I did not realize I had to spend ALL of my time convincing Flexport why I am the best person to hire. Surely, the company should spend some time telling me why I should spend long hours promoting and living THEIR mission. Just as the interviewee has a duty to sell themselves, I think the interviewer also has a duty to show others what they bring to the table. I felt as if the interviewers were more interested in teasing out my passion for Flexport than getting to know me as a potential employee. I spent days researching the company and its product, but there is only so much you can do without actually seeing/using what Flexport is selling. And it is hard to show genuine passion for something before you really get to know the people and the product. I did not get a real idea of "Flexport" in a conference room for an hour. My first experience in San Francisco's startup culture was disappointing; Flexport's interview process proved to be somewhat of a caricature of itself and most of it seemed disingenuous and somewhat robotic.

there were three stages: a regular interview with questions such as telling the interviewer about yourself and some STAR style questions, a case study interview surrounding dealing with an unhappy client/losing client’s supplies, and an interview which surrounded questions on drive and resilience.