First, I got an email from HR to schedule a first conversation to learn more about my background. It was a pleasant conversation. One week later, I had the second interview; it was a live code challenge where I shared my screen with two engineers. This step was easy, and everything was OK. One month later (because of the holidays), I had the final step of the process: two onsite interviews with 3.5 hours of duration. It started with an introductory conversation with the director of the area. He told me about the squad and how he manages the team—an enjoyable conversation. The next phase was the first onsite interview, where I had to build a small API. 1.5 hours later, in the second interview, I had to try to solve an algorithmic question. I got the email from HR three days later. In the email, they wrote that I had to respond if I wanted to discuss more on the phone. I responded to the email, and since then, I have had no more contact. Being ghosted is the worst thing that could happen. I’d love to know more about the decision and get feedback about points to improve. Some suggestions: 1. More details about the position could be presented when the candidate comes by referral. 2. In the onsite interviews, the company could bring more realistic problems based on the company workday instead of some random problem based on technical assessment solutions like LeetCode. PS: don’t ghost your candidates. It makes the process, which was very pleasant in general, end in the worst way.

1. Call with HR 2. Live coding session with some theoretical questions, with one technical interviewer 3. Live coding session with a longer and larger exercise, with two technical interviewers