What is the biggest turn off / red flag for you as an interviewer?

What red flags or signs of 'incompatibility' have you faced in your interview campaigns I recently saw a case in a product interview where the interviewer said - X is your goal, why are you concerned about Y check metric. That's a nope in my book.

In your experience, what are some tell tale signs during interviews about a company?

Hi Grapevine, I'm Arnav, Director of Engg at Jio Cinema. I previously exited my startup to Scaler. Some of you may know me from ScalerPod. I've also led engineering teams at Zomato & Target. Here to chat with you about my journey in startups, leading engineering teams, and products at scale, among other things. Ask me your question. I'll be back at 8 pm and begin answering!

Hello people, We are building a recruitment platform to make hiring easy and fun. Having worked with a recruitment startup, we weren't able to hire for our own team. Hire first, fire faster mode ON tha humara. So, we found this gap mostly in the early stage startups who don't invest in their recruitment properly. So can you guys please share your experiences with landing a job with early stage startups.

How many folks here 100% refuse to share last salary and are adant that HR state their budget. How do you guys do it and also has it ever happened that you needed up losing a great opportunity coz of this???

most of us have come across at least one of the following bad interviewer type: 1. Not knowing why they are asking that specific question, which skill are you testing ? 2. Those who ask questions in a Google doc. It's the worst, the candidate ends up struggling to format whatever they write. 3. Have "YouTube" knowledge instead of in-depth understanding. Imagine the candidate asking you a question and hurting your ego. 4. Asking candidates to switch on camera, while keeping theirs off. 5. Staying silent, not being interactive, not giving any kind of hints. 6. Not putting any effort to understand the candidate's mindset or background, asking intro just for the sake of it. You might work with that person, put some effort in, ok ? 7. Having a fragile ego, not accepting a different school of thought. 8. Just copying the question from somewhere & not knowing how to solve the questions themselves, giving hints which ends up confusing the candidate instead of helping. 9. Expecting the exact answer, instead of focusing on the thought process. 10. Asking Hard DSA questions in a one hour interview. 11. No proper intro, no setting the interview base, eager to just jump to questions. 12. Those who think interviews can only be for one hour, not keeping extra time. Who decided the interview will only be one hour ? 13. Not knowing how to format the interview. Interviewing is a skill/art, please learn it, don't waste your or anyone's time. Imagine a skilled candidate not getting the job they want/deserve because you didn't know what you were doing. It's better to treat the candidate like your other colleague and you are just brainstorming a problem. Whenever I have come across a good interviewer, I have always ensured to tell them they are a good one.

It's become quite a norm for interviewers to jump out of the scheduled slot in between of the interviews, stating abrupt production issues. This is my second in the last 4 companies I've interviewed with. Is this normal?

I’m not a big fan of 6 rounds of Dynamic programming, but, should easy interviews be viewed as red flags? I recently landed an offer from a startup ( <50 employees ). They had only 1 tech round ( API development assignment ). Rest was talking to folks. Should I view this as a red flag? Do you have any alternative experiences?

You interview a candidate and they seem to be great at what they do. They also might be a good addition to the team and organisation. However, you know beforehand (through some source) that this candidate has been laid off from their current role and is serving notice period. The candidate during the interview refuses to admit that they have been laid off but tells that they have resigned on their own. Would you still trust this candidate and go ahead hiring them only on basis of merit, or would you focus on building a team that is transparent and open? Thoughts please.