Jonar Systems interview questions

Three round interview process 1. Over the phone with HR recruiter 2. With Product director, Chief of Staff and HR 3. With CEO and HR The entirety of the interview process was very culture and behavior focused. No whiteboard questions or Design and Algorithm questions. Some mention of former tech stacks used as well as prior experiences in former projects - but mostly surface level questions

Applied online. Received a phone call after a few weeks. The interview process had 4 steps: online application, 1st interview with the HR coordinator, 2nd interview with the service manager and HR manager, and a final meeting with the CEO. There are approximately two weeks between each step. Due to COVID, all interview processes are completed online. No technical questions. Interviews were more to understand and get to know the candidate and organizational fit considerations instead of standard questions. Overall, good experience. Positive environment. ---Feedback for Jonar about the recruitment process: There were over 200 applicants for the position. If a candidate sends you a generic application without dedicating any time and without making any effort on the application, it may be fair to reject the candidate and send a "generic" rejection email. However, if a candidate spends hours and hours to prepare the application, tailor the resume and cover letter to stand out among over 200 applicants, if the candidate does the research more than enough, if the candidate is excited about your organizational culture and feels like it is different than many others, and if the candidate proceeds until the last steps(passing the online application, having a couple of interviews), if the candidate spends hours for the application, hours to get prepared for the interviews, then it is NOT fair to respond to the candidate with an only "generic" rejection email. For job seekers, rejection does not hurt. After allocating so much time for an opportunity, receiving a "generic" rejection email hurts. The candidate I described above deserves a very transparent answer. The candidate might not be a good organizational fit, the candidate could be over/under-qualified for the position, or there might be a different reason for not proceeding. The candidate described here deserves a real, transparent feedback.