Perguntas de entrevista da empresa Lattice Engines

The initial phone call was direct with the hiring manager. Then he wanted to see if I had the technical chops so he had the CTO talk with me. I didn't have Saas background and was upfront with them. They said it wasn't a requirement but I am not sure if others in the team were aware based on the questions I got. I was called onsite to give an hour long presentation of a project I did and my learnings from it. Plus had 6 interviewers lined up for the day. On the day of interview, I am told that a 7th interviewer is added with not enough notice or regard for my time. I was able to adjust by already having some buffer (PM thinking). I had couple of folks coming in halfway in my presentation and now they are trying to catch up to what I have already gone through. The hiring manager was nice to help the team relate to their company. After the presentation, he walked me through their product for like 5 mins. The 1st interviewer was eng architect who started asking me questions on the Saas product that I got a demo for 5 mins. You wouldn't be able to answer them unless you have the product UX in front of you. His questions was around give me how you build this feature in the product. I asked if I can see the product again but he said, no just tell me what you would put in the BRD. He wasn't clear in his questioning and walked in late in my presentation. The rest of the interviews were good. One of the eng managers, Brian, was super nice, great to talk to and related to the challenges I described in my presentation and chat. The curveball was the new person added. He went over his time and kept asking me questions on UX. I am drained by this time since I had talked with so many people. I had to cut him and tell him that I think the last interviewer is still remaining and I had to leave after. The hiring manager came in last and gave me an overview of org and the system architecture. He was shocked that no one asked me any follow up questions from my presentation. He had specifically asked the team to do that. After 2 phone screens including the CTO, a group presentation and 7 in-person interviewers, I didn't hear back from them. No courtesy email from the coordinator or hiring manager, pure ghosting. As much as they interviewed me, I also learnt about them. The feeling seems mutual. Have the group panel members join on time or do not join unless they are key decision makers. You can cut down on the two phone rounds unless you will later skip some other interviewers. The onsite interview is long and does not need that many people talking to you. You should be able to judge candidates with a shorter audience. Avoid changes in the interview line up by setting the expectation upfront or asking if you can accommodate on another day (the candidates have also spent time researching the people and preparing questions for the interviewers). Get structured in the interview question areas (like some folks do execution, some do product sense and so on). Provide a response on your decision. Hoping this helps them mature, learn and become better in their interview process.

On-site interview with staff accountant, accounting manager, and HR manager. Everyone was very friendly during the interview. The duration was about 20 -25 minutes. Some basic interview questions were asked.