DoorDash Associate - New Verticals interview questions

First step is a 30 minute phone screening call with a recruiter. Second step is a take-home analytics exercise that you have 48 hours to complete. You get a data set and are supposed to make recommendations for the company; very open-ended. They don't give you a general amount of time that most candidates spend on this, but I spent 8+ hours total analyzing the data and then making a deck. From my research online, it sounds like this is the typical time spent by candidates and that the exercise is given to candidates of all levels for most positions. Third step was two 30 minute virtual interviews with the hiring team. The first was behavioral and the second focused on case study questions (wasn't aware of the case study portion even after asking the recruiter for the format). Both interviewers were 5 minutes late but apologetic. I enjoyed my conversations with them and both told me that I did well and seemed enthusiastic about my answers, so I was surprised when I didn't make it to the final round. Final round would have been more panel interviews with the hiring manager's boss and I believe cross-functional partners. When I asked for feedback, I was told they couldn't share anything, which was pretty disappointing to hear from a company I spent 10+ hours interviewing for. Before completing the analytics exercise, I read a lot of negative reviews about other candidates' interview experiences with the company that it made me hesitant to go through the process with them knowing the amount of time I would have to dedicate, but I did anyway and kept an open mind going into every step. However, after not being given any feedback, it left me with a bad taste in my mouth. Recommendations for HR/leadership would be to have the first round interview with the hiring team before the analytics exercise. I know the exercise is meant to weed out candidates, but interviewing is a two-way street. Candidates should also be able to meet with the team and learn/ask more about the position to know if it's the right fit for them before committing to 8+ hours on a project that you get no feedback on. Second, I would change your policy on not being able to give feedback. If someone spends that much time on the interview process just through the first round, you should be able to share 1-2 sentences of feedback with them on their performance, otherwise it turns them off to the company for future opportunities.

My interview process had the following rounds - Initial phone screening - First round interview with manager on role requirements and background - Analytical case study - Additional rounds which I unfortunately did not experience