Zapier Interview Questions

There are five steps to the Zapier interview process: Recruiter Interview Hiring manager Interview Take home programming problem Technical interview reviewing programming problem solution Engineering director interview Fairly standard software engineering interview process. Each phase had a mix of technical questions and personality questions. Overall I thought the Zapier interview process was very fair. Enjoyed my conversations and thought the technical problem was a fairly large ask with a short time frame. However, after completing the technical problem and reviewing with their engineers in the following interview I could tell that the goal was not necessarily to come with a perfect solution, but just a project to get an understanding of how a candidate works and thinks about technical problems.

Initial recruiter call, hiring manager call, take home assignment with presentation with panel consisting of Engineering, and two other Product Managers. As it was clear I had relevant functional experience, the interview felt more like a free consulting session.

I received a message from a recruiter telling me that I was the "perfect match" for this role. Upon reading the job description, I agreed that it was a great fit and was very interested in the position. I had a call screen with the recruiter a few days later. First red flag was the salary range that was posted on the job description technically was not accurate, as the range she shared with me was much lower because "if you qualifier for the higher range, then that would indicate that you're overqualified for the role." Really? Then why even put that there? List the actual range that you intend to offer a candidate. Once the call was over, the recruiter got back to me later in the week and said the hiring manager decided not to proceed because I didn't have metrics experience. That was another red flag. Why? First of all, that was not anywhere in the job description. Second, if that's what you wanted, I should have been told that so that my resume and me discussing my skills and experience would include that because--gasp--I actually DO have experience with metrics in this role. I don't understand how I could get dinged for not having something that isn't part of the job description or mentioned in a discussion in a call screen. You'd think someone would have mentioned that to me at some point.

The interviewer was really nice. One thing that was different about any other interviews was that she asked me whether I had any questions about the role right off the bat. It caught me off guard. The rest of the PM interview was the same.

chill, but tough, ask quite a few EQ questions. I felt the interview was candid. you will need to read up on the background of the company. The interviewers are quite good.

The initial response was slower than the week turnaround, but afterwards everything was done relatively quickly. Interview didn't go further but was glad to have feedback early on. Initial interview was providing high level overview about the position and culture.

Great interview process. They care about cultural fit. First screening interview, then more in-depth interview with hiring manager, interview with teams for cultural fit. It felt like a very nice and comfortable casual conversation.

Unfortunately, their "commitment to applicants" is too good to be true. After receiving a confirmation email that I would hear back after a human reviewed my application within a specified timeframe, I heard nothing. It does not feel good to spend time on an application that requires written responses, with the promise of an answer one way or the other, to be left hanging. Please review your processes or stop making promises you are incapable of delivering on.

Don't waste your time with Zapier. Like many tech companies Zapier used to be one of the better ones. I understand that finding the right fit for a company is paramount, but ghosting candidates after a tech screening is not the answer.

I applied through the Zapier website. The next day, I received an email asking me to schedule an interview using an online scheduler. I then received a meeting invite for an interview. The invite was very well detailed. It explained that it would be a 45-minute video interview, and that they would ask me behavioral questions about my current and past roles, how I partner with stakeholders, how I help my team to be successful, and how I mentor and grow successful teams. It then explained that it would be best to structure my answers using the Situation, Task, Action, Result (STAR) technique. At the end of the interview, the recruiter told me that she would let me know my status in three days. She kept to her word. Three days later, she sent me a detailed, empathetic email explaining specifically why they did not choose to continue the process with me. "Empathy" is one of their company values. They practice what they preach. It was refreshing to not be ghosted for a change, and it was refreshing to receive specific feedback on why they were dropping me from the process.