Initial HR screening call, followed by an experience-based interview round, an assignment task, a first-level technical interview, and a second in-depth technical round focusing on problem-solving and domain expertise in depth

3-4 rounds of interviews (over phone), two assignments at different stages, 3 final in-person interviews on the same day. I applied online and had also reached out to the product head over LinkedIn requesting him to share more about the company and the role. He promptly set-up a time to talk and I had to then turn in an assignment. 2-3 days later we got on a call to discuss the assignment. It was refreshing that this was not the usual presentation but more a discussion where the interviewer had gone through the assignment and only asked specific questions, to understand my thought process, I'm guessing. I then had an HR interview and it was not the salary expectation and notice period discussion you would expect! The HR head was indeed very deeply involved in the company and had very pertinent and thought-provoking questions on the function. I felt very positive about a company where HR not only tried to determine the cultural fit, but also tried to gauge if a candidate had the mindset and competence that the business needs currently. At this stage there was another assignment that was to be turned in in a couple of days. The final stage was in office where I presented the assignment to the product head and the co-founders. All the discussions were very engaging, positive and friendly. The process gave me a good glimpse of the competence, maturity and vision of the people I would be working with. So, it wasn't a one-sided process, the focus was also on helping the candidate get a fair view of the company. All in all it was an engaging series of discussions, something that would have been valuable even if this employment had not materialised.