First interview. Basic questions about resume were asked. German C2 level was a hard requirement, and that was the reason behind my rejection as mentioned by the recruiter.
I had already applied with a CV, which clearly said that I have B1 in German; nevertheless, I was invited for an interview just to be told over and over that I do not have enough German skills.
Moreover, I recently found out that someone else, with no experience in AI as such and with no C2 certification, was hired. In hours. From interview to an offer.
I wish lot of success to this company but I would appreciate if successful startups showed some responsibility and did not take fake interviews in cases where they had already have selected a candidate.
It's no joke in this tough job market to apply for months with no positive responses.
Vorstellungsrunde, Fragen zum Werdegang und zur Motivation.
Use Cases , die mit KI umgesetzt wurden, Herausforderungen, technische Fragen zu KI-relevanten Themen (Sprachmodelle, Features, Prompting), sowie Vorstellung eines Cases (Automation/Workflow oder KI-Agent) für ein konkretes Problem.
Interview questions [1]
Question 1
Wie erkennst du relevante KI-use-cases für einen Klienten?
I applied online. I interviewed at Langdock (Berlin)
Interview
My overall experience was mixed. The first interview round was positive and well conducted, and the take home assignment was thoughtfully designed and enjoyable to work on. I invested significant time in the assignment and ensured it closely matched the stated requirements, going beyond the minimum where appropriate. The follow up interview itself was also reasonable and constructive.
What was disappointing was the final feedback. I received a very brief, generic response stating that the company was looking for someone with more end to end experience, without any concrete examples or reference to the assignment or interview discussion. Given the time and effort candidates are expected to invest, this level of feedback feels insufficient and makes it difficult to understand the actual evaluation criteria.
I would strongly encourage the company to make the hiring process more transparent. Either shortlist fewer candidates for assignments or provide clearer, more specific feedback. This would make the process more respectful and effective for both sides.