The interview process follows a standard structure, including a Recruiter Screen, Hiring Manager Screen, Coding Challenge, Systems Design, Kubernetes Live Debugging, and Core Values assessment. Coordination can take a little bit of time given engineers' schedules, however, the recruiter did an excellent job of keeping me informed with time estimates for the next steps.

I'm posting this bit of feedback in order to hopefully generate positive change about an extremely unproductive talent acquisition policy for a company that I actually care about. The interview was originally scheduled for 1 hour and the interviewer only asked 1 question which took 15 minutes to complete. The interviewer struggled to add any complexity to the question, and failed to give any feedback on the direction of what they were looking for. Of all the people I've interviewed with for all of my companies, this is the only one where my assessment of my implementation disagreed with the end result of my role fit evaluation. It seems like Patreon is looking for a very specific role to fill and they're very quick to dismiss candidates based on criteria that's not well communicated by neither the recruiter ahead of time nor the interviewer during the interview process. I've received five offers from SF companies so far for a senior SRE role, and through the 30 or so people I've interviewed with, the quality of question that I received from my Patreon phone screen was by far the lowest in terms of difficulty for the position and ability to evaluate coding ability. It gives the impression that not only is the current talent at Patreon of low caliber in their ability to code themselves, but also that the talent that Patreon hopes to attract will continue to maintain a working environment of low caliber.