An exemplary recruitment process: - Well-organized / structured: 1. Call with a recruiter; 2. Offline coding exercise; 3. 3 30-min slots (within 1.5 hour block) of interviews with engineering team members. - All candidates feel welcome, also technology/language-agnostic OOP-oriented engineers: no hard requirement to have golang background. - Friendly, pressure-free environment: the candidate is encouraged to learn golang at their own pace before attempting the exercise. Talent acquisition team keep in touch to enquire about the progress and see if the candidate is still interested in the role but without creating an artificial pressure or enforcing strict timelines. - Relevant to the role: As a coding exercise, the candidate is asked to develop an http client library to integrate with the flagship product of Form3 - a few sample endpoints of the payment API. As part of the interview with the engineering team, the candidate has an opportunity to understand the Form3 architecture, design a real-life distributed system, debug a simulated production issue in the Form3 systems as a role-playing game. - Prompt post-interview feedback (48 hours).

It was a pretty straightforward process. One screening interview, a take home exercise, and a technical interview. The technical interview has different levels of complexity, from discussing the exercise implementation to infrastructure decisions.