The Interview Process


The interviewing process varies slightly by department, role and experience level. We've explained the differences so that nothing comes as a surprise. We involve multiple interviewers in the process, so that we can gather perspectives and feedback. We strive to make the hiring committee diverse and welcoming.

For All Roles

Overview

Our interview process per role and department varies. However, all of our recruitment processes begin with an initial phone screen, conducted by a People & Culture Advisor or Recruiter. We assess your knowledge, skills and abilities related to the position as well as appropriate cultural fit for our organization.

We are transparent, and we will describe what to expect in each recruitment process. This information will be different for each role. We will inform you of the number of interviews and interviewees as you move through process stages.
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Want To Impress Us?

Don't be nervous. Here are some tips on how to prepare for the phone screen & interview.
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Do your research
Make sure you know a little about Elastic Path, our product and our culture - "Why are you interested in working with us?"
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Review the job description
Know the knowledge, skills and abilities required for the position, and be able to cater your responses to reflect them.
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Prepare answers
Be prepared to answer behavioral interview questions. Prepare 'real-life' examples to respond with. Explain each response by identifying the problem, the solution and the outcome.
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An exciting future
We encourage you to ask questions in the phone screen and the interview. Be sure to prepare meaningful, insightful questions that will help you determine if Elastic Path is right for you!

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For Developers

Phone Interview

  • A self assessment might be given before the phone interview. We use it to understand your skills and tailor our interview questions to your areas of strength.

  • There may be more than one phone interview with different people in the screening process.

  • You’ll likely be talking to your hiring manager or a peer that works in a similar role.

Onsite Interview

  • We aim for a single onsite visit out of respect for your time. The visit is two hours on average and up-to three hours. The sessions involve problem solving questions where you get a chance to collaborate on a task with your future peers.

  • We also ask standard interview questions to get a sense why you want the job and discuss your past contributions.

  • The interviewers will consist of your peers in a similar role, a hiring manager and/or director.

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Homework Assignments

  • We use role-specific homework assignments. The task represents a real-world activity for that position. For example, a Software Developer role might be asked to refactor some code.

  • Software Developers in Professional Services, Reliability Engineers and Solution Consultants have assignments.

  • Solution Architects have two such assignments and discuss their solution at the onsite interview.

  • The assignments take one-hour and are sent over email. We are flexible with scheduling so it can be done at a time that is convenient to you.