The interview process lasts three months and consists of three written steps and eight video interviews. The video interviews have very unusual timings - i.e. 20:00, 21:00, even 22:00 CET on a Friday. The first step is what they call "written interview," which may take any amount of time, depending on how much you care about your answers and how fast you can write them down. The second step is the GIA assessment from Thomas. You can find information and preparation material online for this. You then have three video interviews with two potential team members and one non-manager stakeholder. They ask questions around your personality and your previous/current work experience, nothing too difficult or technical. The sixth step is a psychometric assessment that you have to take before you talk with HR. This too is delivered by Thomas and you can read about it online. Personally, I find it a very simplistic and schematic way to label people and bucket them into questionable categories. The HR interview is more formal and you finally have some first-hand information around contract, work model, working hours, and equipment policy. One important thing to to mention here is that they cannot employ you directly everywhere. In some countries you need to be a freelancer, and in some other there are bureaucratic complications around taxes. You have to ask specifically for and get specific information about the country you wish to be employed in before you proceed further with this incredibly lengthy recruitment process. At this stage you should also try to clarify what salary range you are both talking about. I admittedly fail here. Still, I decide to continue, perhaps for genuine interest, perhaps for masochism. The next stage presents you with three further video interviews, this time with potential manager stakeholders. The first two do not have a clue about what is going on, why they are interviewing me, where I would be placed within the company, and what I would be doing if I were to be hired. One of them seems even upset that he has to talk with me. The last interview of this batch is with the hiring manager, quite informative throughout. If you get through this level of madness, the last step is the eight video interview with the CFO, who eventually decides if you get an offer or not, overruling entirely the opinion of those who come before him in the recruitment process. Here we need to draw a line. During the first seven video interviews, everyone complains about a) the recruitment process, and especially b) the CEO. Complaints and details are so vivid that you really wonder what on earth is going on. And wonder you definitely should. The interview with the CFO is less relaxed, less informal, and you have to leave behind the level of awkwardness you accumulated thus far. He asks more standard questions around work tasks to see if your experience aligns with what he is looking for, which is extremely important and completely crazy at the same time becuse up to this point you had not idea about what anybody expects from you. In the end he asks you - first time in three months - how much you want in gross annual salary, and tells you that he needs to think. I do not know how bored you are in life, but if you truly are, go for a Canonical interview solely for entertainment purposes. The worst thing that can happen is that they offer you a job.
