n8n.io interview questions

The "Think Outside the Box" Promise Doesn't Match Reality. After applying, I was invited to complete a code hunt challenge - find 5 hidden codes involving fixing n8n workflows, troubleshooting Docker containers, crafting customer responses, building custom API calls, and resolving token authentication issues. I captured all 5 in a few hours, including extra credit tasks. I was the only person outside of n8n staff to find all 5. They contacted me within hours, clearly impressed. For my next interview, I was told to prepare to discuss how I found the codes, my n8n product experience, and custom workflows I'd built. So I spent days building complex workflows - AI integrations with Claude, Google Sheets, phone systems, Discord, email automation. I read their support forums to understand common customer issues. None of it mattered. They never asked to see my workflows. Never discussed the code challenge. Never asked about n8n experience. Instead, it was generic questions about Docker, Kubernetes, AWS, and GCP - the same interview you'd get at any cloud company. When I offered to show my workflows, they declined. I answered JavaScript questions correctly (they noted "above average knowledge"), but struggled with cloud terminology - not from lack of technical depth, but because I spent 25 years in enterprise infrastructure and was told to prepare for something completely different. Rejected for "needing more cloud experience and better JavaScript skills" - contradicting their own feedback on my JavaScript. My advice to candidates: Ignore their interview prep guidance. Don't spend time on the code challenge beyond passing it. Don't build workflows to demonstrate product knowledge. They won't ask about any of it. Prepare for standard cloud interview questions - Docker, Kubernetes, AWS, GCP. That's what they actually evaluate on. The code hunt is marketing. It makes the company seem innovative, but the interview process is as generic as anywhere else.

I interviewed for a TA role at n8n recently. The initial conversation with the recruiter was a good introduction to the company. Unfortunately, the follow up interview with the Talent Lead felt unstructured and driven by assumptions, which made the experience uncomfortable. There seemed to be a gap in the role’s stated requirement for senior level recruiting experience. I left feeling that my experience wasn’t fully explored before a decision was made. As a diversity candidate, this was especially disappointing, particularly given the limited diversity within their talent team. With more structure, clearer communication, and a better candidate centric approach, the interview experience could be improved.