The interview process consists of two stages. Initially, a candidate is interviewed to assess their qualifications and suitability for the role. Following this, a technical task is assigned to evaluate the candidate's practical skills and problem-solving abilities. The process concludes with a second interview to discuss the task and any remaining considerations. This comprehensive approach ensures a thorough assessment of each candidate's capabilities.

Interview process was reasonable in terms of length. It did not require any pair programming or coding tasks. Was entirely verbal. Started with a semi-technical screening by one of the engineers. Running through your career history, skills etc and how that could align with Limio. If you pass that you move onto a 2 hour back-to-back technical/behavioural interview. The technical interview is with the CTO, he will talk to you about some of your previous work and grill you on different aspects of it. Why you chose certain technologies, advantages vs disadvantages of a given approach, preferred coding practices. Nothing too complex. But be warned, the CTO is a very cold character who lacked charisma or warmth, this can be intimidating. Behavioural interview was a intensive list of typical questions, how have you handled different situations at work, examples of thing you failed at etc. The CEO runs the behavioural interviews, he was very friendly and approachable.