The interview process was quick and smooth, both structured and personable. Like other reviewers here mentioned, there's an online skill assessment which contains technical questions that test math, logic, basic programming knowledge. Personally I'd say the difficulty level is medium to hard. An online tech assessment like this is very common for most tech companies nowadays, so it's a bit surprising to see people on this board complaining about having to take a test like this for a job at a tech company. I personally do not think the test is irrelevant to job skills regardless of your role as the test assesses intellectual ability and being able to think outside the box, and as I work at the company and learned more about UiPath's RPA product, I realized how relevant the test is because it tests the kind of logical thinking and tech skills that would be necessary to understand UiPath's product's technical details enough to be able to work with clients effectively, whether your role will be a developer, consultant, account manager, or sales. People who failed the test and proceeded to complain how the test is irrelevant to actual job skills seem to be speaking out of ignorance. If a job candidate fails UiPath's tech assessment, which again is only medium to hard difficulty (i.e., easier than many others out there), I'd recommend they take some practice tests on hackerrank to sharpen their technical thinking skills, because other jobs they'll be interviewing for with strong tech companies will also require that kind of skills and very likely will administer the same kind of test as part of the interview process as well. If a tech company doesn't have a test like this as part of the interview process, it only shows that their job openings are not competitive enough and not many high-quality candidates care to apply so they did not need a tech screen (and could just do everything in person). For any tech company that offers attractive opportunities, a tech screen like this would be completely expected and would not be irrelevant to job skills as it'll pre-screen a candidate's intellectual ability, which is critical to a person's success at a tech company. If a candidate fails a tech screen and is still interested in working at a top tech company, the candidate should take the initiative to find resources to study and practice tests to take so that he/she may sharpen his/her skills needed to pass such an assessment. If instead, the candidate just goes to a board like this to complain about how irrelevant the test is and how bad the company must be to use a test like this as part of the interview process, then if I were the company, I'd be so happy that I didn't hire this candidate, because it just goes to show how negative and uninterested in self-improvement and self-growth the candidate is. That's my two cents on the tech screen after seeing many negative, bitter comments on here from people who did not receive a job offer. As for the rest of the interview process, after the tech screen, if the score (which does not need to be perfect, just needs to be reasonable) passes the bar, there are at least 2 additional rounds of interview, video-conferencing or on site. From my experience, everyone I met was personable, warm, and humble. Plenty of time for me to ask questions during the process to get to know the company and the role. For an amazing job opportunity, I do not think it's unreasonable to go through multiple rounds of testing/interviews, for it was a chance for both the company and myself to get to know each other more. In my opinion, it also goes to show how important the company believe it is to make sure a candidate is a right fit.