Hepmil Media Group interview questions

Condescending. The heads of the department kept insisting that I lack the proper experience for the organisation and I would have to constantly play catchup. If they weren't interested in hiring me, they shouldn't have had 5 different calls/meets with me. The HR was great at his job and he set a good outlook of the company. But the interview with the C-suite and head was a complete 180. They weren't the friendly type that I read everywhere. Maybe it was an intimidation tactic, I don't know. But what I do know is that I REALLY didn't want to work here. I thought maybe they had a bad day, but in the second meet, they were also not very friendly and still condescending. De

Pros: Fast scheduling, OK communication. Technical interview was ok as I've shown my technical competency to the best of my ability. There were three rounds of interview. Cons: Misaligned role: job title said Full-stack Engineer, but final round was there were some leadership philosophy questions from the . If you want a manager, advertise it as such. Feedback was vague: “problem-solving” and “decision-making” without concrete examples. That’s just moving goalposts. Details: In first round, HR person asked me regular questions and leadership questions which I answered according to my best of ability. was able to pass it. For the second-round assignment, I didn’t just meet their requirements... I went above and beyond their expectations and presented it within an hour window. Third round leaned heavily on candidates presenting their assignment. It felt more like idea-harvesting than fair evaluation. I had to make my github repositories private and take down the production deployment because of this. During the assignment discussion, a senior engineer admitted they had implemented things differently and only knew caching as “in-memory.” When I mentioned automation approaches (like n8n), It was clear they had never even heard some of the tools. For a “Gen Z” senior engineer, that signaled a surprising lack of technical depth. Advice to candidates: Expect a Gen-Z style culture where leadership soft-skills outweigh actual engineering. Be prepared to defend how you handle conflict, not how you build systems. Ask early how much of the role is really IC vs. people management. Bottom line: Misleading process. I wish I’d known the real expectations before investing weeks of work.