HealthEngine(Australia) interview questions

The hiring process felt impersonal and inefficient from the start. Candidates were interviewed in large batches, which made it feel like a cattle call rather than a genuine conversation. The process began with a coding test before any discussion about the position, team, or expectations. Investing several hours into a technical assessment without knowing if the role was even a good fit felt like a waste of time. It signaled that the company prioritizes filtering over building relationships with potential hires. The coding test itself was excessively long. For candidates balancing full-time jobs and other interviews, this was a significant ask. The feedback loop was painfully slow. More than a week passed between stages with little to no communication, leaving candidates in limbo and uncertain whether to keep waiting or move on. When feedback did arrive, it felt generic, suggesting internal delays rather than thoughtful evaluation. Lead with a good intro call. Shorten the coding test. Commit to clear timelines and provide regular updates, even if it's just to say a decision is still pending.

Three sets of interviews: one based on your skills and experience with one of the team members One with the culture fit, to see your way to work aligns with the company mission One with the a higher official of the company