I worked at SoundHound full-time (More than 5 years)
While the company has grown a lot since its early days, it still has an informal and "just go for it" culture. If someone has a "random but great" idea, there is a good chance that idea will make it into a product. There are some brilliant minds on the engineering teams, and the leadership is creative and adaptive.
Because this space is competitive, it can feel like you are constantly "on deadline" and there is a (correct) sense that mistakes are costly. Even though great ideas can and do make it into products, you have to be very persuasive.
Advice to Management
In any startup, it's tough to match job roles to the passions, strengths and aspirations of employees. At this point, the pendulum should swing to erring on the side of strengths.
The programmer interviewers asked very obscure questions about features that most programmers rarely use or consider, apparently with the intention of eliminating me rather than assessing my practical skills. They also asked some insulting questions I shall not repeat. The founder I spoke with seemed quite desperate to hire-- I can see why. His current employees are undermining the hiring process and probably the company.
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