The recruiting process for Crunchyroll was okay, but pretty messy. I decided to write a review on the interview process so that their Recruting team can handle future candidates in a more organized fashion. First Contact I applied via LinkedIn and heard back via email within a day or two (awesome quick response on their part). The recruiter wanted to set up a preliminary phone interview but gave me one time only. Normally, most recruiters ask me for a list of time slots before setting up a time. After a few back and forths, we finally settled on a date and time. Preliminary Phone Interview The preliminary phone interview was casual and most of the basic screening questions were asked. This went fine although you could tell that the technical recruiter did not have much experience with programming. "Technical" Phone Interview This was another casual interview with no coding. It was another screening conducted by the lead of the position I was applying for. All the questions were based on experience with previous/current work and an assesment of the skills you listed on your resume. Code Challenge This was a multi-part problem that they sent via a url. The problem could be done in JS, PHP, Java, etc. or a mix of languages. The problem had an input/output and they provided a method of checking the output online. After you are finished, you submit your source code and they'll review it. I finished in roughly 3 weeks due to my current job and time constraints. My output was correct on the first check and then I submitted my source code. I heard back in less than a week that they wanted to move forward, but they wanted to do another phone interview before they brought me on-site. "Technical" Phone Interview This was yet another casual phone interview and the interviewer seemed highly unprepared. He asked me very basic questions on experience and we squirmed a bit trying to make small talk. Then wanted to move forward with the on-site. On-site Interview This was a 4-part interview 45min each. The first interviewer seemed new to the process and did not know what to ask so it became a casual interview with more experience based questions. The second interviewer was focused entirely on CSS. The third interviewer gave one JavaScript problem related to regular expressions. The fourth and final interviewer asked a design implementation question starting with HTML -> CSS -> JavaScript. Overall Notes First off, the recruiter needs to clearly state what kind of interview it will be. I had to probe around a lot for some kind of idea on what to expect on the interview. I did not want to spam the recruiter either so I just studied everything while stressing out. As with most other tech companies, please provide a formal document on what kinds of things to study for. This may not have been necessary for the first 4 since none were technical, but it was definitely vital for the final round. I ended up studying so many algorithms and ended up being asked on nothing related to that sort. Secondly, I do not need everyone on the team to ask me the same experience questions over and over again. Most of it is on the resume, and after the first phone interview dealing with those questions--anybody who needs to know that portion about me should have received notes on it from previous interviewers. At the very least, have a sheet of paper with the questions available and do not just think of it on the fly and improvise. It felt really awkward to say the least. Finally, there needs to be better direction. What could have been better "weed-out" interviews became useless fillers that wasted my time and the interviewer's time. If the first two "technical" interviews were focused on the content asked in the final rounds, it would have helped me get an idea of what they are looking for before reaching that critical point. At the same time, the company can also determine if I'm a good fit way before spending a time, resources, and a plane flight to eventually turn me down. I do encourage people to apply because Crunchyroll has an amazing product, but I want the recruiting team to step it up in their interview process and also set up some workshops on teaching developers how to interview people. Out of the 4-5 interviewers, only one stood out as knowing what they were doing.