The interview was straightforward and went smoothly. I went through 5 stages: 1. Intro call with recruiter [30 mins] - (basic “tell me about yourself” and salary requirements) 2. Resume review with a Senior Engineer [45 mins] - (basic technical experience discussion) 3. Technical interview with 2 other Senior Engineers [1 hr] - (discuss 1 or 2 projects in deep technical detail) 4. Behavioral interview with Software Engineering Director [45 mins] - (standard behavioral interview) 5. Behavioral interview with CTO [30 mins] - (mix of high-level technical and behavioral questions) I didn't do as well in call #3. You should have a complete answer to demonstrate experience with the questions they're asking (eg feature flags). In addition, you need to go into deep technical detail about the project you worked on, so if you haven't worked on large projects, you can’t say much about how you set up the data model, defined microservice layer, etc. Note there is no hands-on coding problem - you'll be talking about your experience, tradeoffs you made, etc. Overall, all the interviewers were kind and respectful - I felt comfortable during the whole process. If I were to give any feedback, it would just be: 1. Some questions were repeated multiple times (eg "how do you test a feature/story you implemented?"). I don’t know if Current Health passes the notes from previous interviews to the next interviewer, but it doesn’t seem to be happening here. 2. The CTO looked busy to be handling interviews for mid-level engineers. His questions were also a remix of what was already asked in prior interviews. I would remove the CTO from the interview process entirely - just set up a 1-on-1 between him and new candidates who accept a job offer. This will be a better use of his time and shorten the interview process for the company. 3. For the #2 resume review call, I would shorten the resume discussion to 15 minutes and then spend the remaining 25 minutes doing a real Java coding problem with candidates (eg a LeetCode medium). This will enable Current Health to quickly filter out subpar candidates with poor practical problem-solving skills. 4. For the #3 technical interview call, I would ask the candidate a real system-design question instead of their prior experience. For example, ask the candidate to "Design a distributed EHR system for doctors and patients to access, update, and notify about changes to their medical history". This forces the candidate to draw on their experience in order to describe a competent data model, API design, cloud-native architecture, tradeoffs, monitoring, rolling deployments, etc. This would be a better practical measure if the candidate has the capability to do what the job wants, especially since not all candidates' past experience makes sense in Current Health’s context. In any case, the company looks good from the discussions I had and I would recommend it if you're job-searching.