The recruiter for the first interview did not show up and didn't get back to me till an hour later. As a result, we set up a second interview and the recruiter showed up 20 mins late. However, I passed the first round then met with the hiring manager which went really well. Lastly, I needed to meet with their team to run a technical interview. During this technical interview the interviewer had me share screen and it took 15 mins to set that up and not sure why this wasn't all prepped on their end and had some very convoluted questions that couldn't be clarified so I wasn't clear on the outcome while were reading it through a Google Doc so it seemed archaic in what they were doing for a technology company but overall I learned a lot through this process.

HR Screen: She was very nice, gave a the general benefits and information about OH. Asked a few behavioral questions and about my experience. She mentioned she would get back to me by the end of the week after talking to hiring team if the HM would want to meet with me. HM: She was very nice, provided detail of what programs this role would focus on. It felt very conversational and like she was passionate about Omada Health. Her vibes felt similar to HR. She admitted that she is not technical but would help with roadblocks as a manager. Technical Screen: This was done by someone who would report into the same HM, like a peer. He opened up a shared google doc so code wouldn't run live on a dataset. He pastes the questions on there and it can be discussed or typed (for coding). This felt conversational too and I thought it was a way to see how we'd work together and my thought process, which I shared openly. It's unclear if everything in the Google Doc needed to be absolutely correct or just conversational or notes, so I trusted the process. Since SQL can be done in different dialects (Postgres, SQL Server, MSQL, etc), my answers were generally correct but didn't exactly match his due to syntax. When I asked if I needed to talk more about myself, he said I would be given the next round for the opportunity to do so. Unfortunately, they didn't move forward. I was surprised because I felt like it was good conversation with everyone. In my experience, technical screens are most effective when conducted by a panel of two or more people (or a more senior Engineer outside the team), rather than being led solely by a peer who determines a go / no go. This can help reduce individual bias or perceived competition and create a more balanced evaluation (#Equity!)