Oceans Code Experts Senior Software Development Engineer In Test (SDET) interview questions

Their recruitment team contacted me. I decided and announced I would not continue the interviewing process during the second interview, the technical one. The recruiter that reached out to me was very nice, but before and during the first HR interview they could not tell me what the project they were hiring for was, nor what technologies it used. Other essential data and information about the position were also unknown. I decided to move forward to the technical interview due to the recruiter's kindness and all the good things they said about the work environment. The technical interview was truly an HR and technical interview combo that lasted an hour and a half. In it, I was asked to share my screen to do some exercises, which was not announced beforehand, and just by chance I happened to be using a laptop. The second HR person repeated several of the questions I have already answered in the first interview. The technical interview was almost entirely a checklist of prior experiences and definitions, a couple of basic what-ifs, and two trivial live coding exercises. There was nothing related to architecture, patterns, or development theory. It was unfitting for a Senior position as it did not extract any kind of useful data which would indicate how a candidate would behave and perform overall for such a role. I was left under the impression that the technical interviewer did not even read my resume. They constantly insisted during the entire process on their hires being consultants. By the end of the second interview, I was let know that they do not provide equipment, but they would require hires to install bossware in their personal equipment. This is a huge red-flag for three reasons: 1. It is a security risk for the employee to install any monitoring or bossware tool on their personal devices. I managed and developed bossware, and they do more than they publicly say. 2. By definition, a contractor controls what tools, hours, and methods they use to work. Unless there is an agreement. An employee can be told what to do and use. See the contradiction? 3. In case of dispute, the employer can wipe the devices, or shut employees out of them, forcing them to do the wipe to make them usable again. All this, potentially deleting useful data in the dispute. Not to mention personal data. Upon hearing this, I immediately let them I would not continue interviewing with them.