Fever interview questions

The interview process was smooth and well organized. It started with an HR screening to discuss my experience, current role, notice period, and salary expectations. This was followed by a technical interview focused on production support, SQL, Linux, incident management, troubleshooting, APIs, and real-world support scenarios. The final round was scheduled with the Engineering Manager.

The recruitment process was fast, although the different hiring stages were not clearly communicated in advance. The business case required a presentation, and overall, communication throughout the process was good. However, when the recruiter called to present the offer, they did not mention that my application had been downgraded to a lower level. I only realized this upon receiving the offer (not even during the call with the recruiter) as the proposed salary did not align with my expectations. Given the level of expertise required and the fact that the position was advertised as a senior role, this came as a surprise. Overall, it seemed that the company relied on its brand reputation to justify lower salary offers, despite salary expectations having been clearly discussed from the very first conversation. This appeared to be a broader pattern in the recruitment process: leveraging candidates' motivation to work for the company while downgrading roles and offering compensation below the level initially implied by the job posting. I would recommend a more transparent hiring process due to the energy the candidates invest each stage