1. Contacted via LinkedIn by an employee 2. Interview with an Internal Recruiter 3. Technical take-home task 4. Group Interview with the CTO and a Senior iOS Developer Initial contact via LinkedIn: I was contacted by an employee and he gave me some insight into SamKnows, provided some links I could check out, then put me contact an internal recruiter. The initial 1-on-1 interview: The interview went smoothly and the recruiter was very knowledgeable about the company overall, and answered all of my questions. She was communicative and friendly throughout the entire process, i.e. from initial contact to rejection. Group interview: I sensed the interviewers were a little unprepared. The CTO seemed disinterested, as he appeared to be looking down at his screen and typing throughout the entire interview. I found this distracting and disrespectful. I expected him to be more engaged after his initial questions. The iOS developer was quite friendly and listened attentively. There was no screen sharing or any deep discussion about the technical task I had completed. I thought we’d delve deep into it, so the interviewers could gain some insight into my thinking process, my understanding of design patterns, architectures, Swift, and the guidelines for the technical task. However, this wasn't the case; the developer was more interested in how well I could answer questions that don't indicate whether or not I can actually perform in real-world software development. I'm quite good at reading people and figured I was not going to get the job early on in the interview, so the whole process was more like a market research activity for me where I took a lot of notes. Nevertheless, I hope this feedback helps you as a potential candidate. I personally wouldn’t want to work at SamKnows after my experience in the final-round interview, because I believe in mutual respect no matter what professional title a person holds. My experience has everything to do with me though. I don't really shine in interviews, so take everything I've said with a grain of salt; your experience may differ. Feedback from me to SamKnows: Try to respect your candidates' time, especially those who've reached the last stage of your interviewing process. Remember, the candidate has agreed to do free work (technical task) in the hopes of demonstrating their worth. I think many candidates would agree that one of the most disrespectful things a potential employer could do would be to offer zero feedback when they turn them down. Every candidate, whether you like them or not, deserves, at the very minimum, some level of earnest feedback. Try to put yourself in the shoes of a candidate who agreed to work for free, in hopes of getting an offer. If they weren't up to the your standards, or did something wrong, then they have no way of knowing what to improve on, if you don’t give them them any feedback. Leaving a candidate in that predicament, or even being oblivious to that kind of outcome says a lot about a company. Some companies find it more respectful to follow up with a candidate over a call, as it gives them a chance to hear the candidate's perspective on the interview and process, as well as offer the candidate feedback, regardless of the outcome. I hope this helps, and I wish you nothing but success.