Mind you that I am in charge of technical .NET interviews in a Forbes Top 10 company and I've been doing it for almost three years. Needless to say I know about technical interviews. I was contacted by a super sweet lady. She acts as an internal recruiter for Videa. We had a conversation on the phone for over one hour. Then she set me up for a technical phone interview. The second interview was lazy and poor to say the least. A senior software engineer was the only one in the interview (first red flag). First he asked me about me... then after some time he started his questionnaire. All his questions were very very basic junior entry level, which seemed weird considering he was interviewing me for a senior position (plus my resume showcased my previous work) (second red flag). There were only 9 questions asked. Period. Some of the questions were... what's the virtual keyword used for? Seriously? What's the difference between overloading and overriding a method? Hmmm. That is a tough one. Then I made a comment that I run technical interviews at this specific company. After that I felt he became defensive when I started asking questions about the company itself, his role in the group, his influence in the process. I got the same old corporate-politically-correct-safe-answers that means nothing. Maybe that's why the employee's reviews on here about the company are so negative about the lack of direction or lack of motivation. Anyway, if this is how they are trying to interview and capture talent, they are on the wrong path. The CEO should definitely look into this. I could teach them how to run technical interviews, starting by no running any interview if they don't have more than two people available. Good luck.