A solid interview process doesn’t just test competence—it exposes how a candidate thinks under pressure, adapts to new information, and interacts with people they’ve just met. It typically starts with a preliminary screen to filter out anyone who clearly isn’t aligned with the role, followed by a deeper dive with hiring managers who probe for judgment, clarity of reasoning, and the ability to explain past decisions without hand-waving. Strong processes also include practical exercises that reveal whether someone can actually do the job rather than just talk about it. When done well, the experience feels rigorous but fair; when done poorly, it signals disorganization and usually scares away the better candidates.

There were 2 rounds, met 3 people in total. First round was a mix of personality questions followed by a loose R analysis of a data frame. Second round was a case study and logic puzzles.