Started with a standard technical screen on campus, forwarded to a standard whiteboarding onsite which consisted of 2 tech interviews before lunch with a junior engineer, then 2 more after. The engineer I had the on campus interview with was nice enough, but he mentioned that their software engineers "don't really have roles" and they're more "project-based". Seemed a bit off to me, but if you want to be switching around doing different things it might be good for you. He was playing with his phone basically the entire interview if that makes a difference to any of you readers. I didn't care too much at that point but it was a little distracting. The onsite was where things started to get a little scary. The interview room was dreary and generally poorly lit, the whiteboard had tons of old markings that wouldn't erase, and the markers didn't write very well. I spoke with Premal (one of the co-founders) who is a massive jerk and incredibly full of himself. He, like my initial interviewer, was elsewhere the entire interview(on his laptop though) which was incredibly distracting. At the same time he intermittently seemed to be hinting at a key insight which I couldn't get, which seemed to anger him. It might have been helpful if he was more engaged, but then again he probably had more important things to do, like fight outages or manage people. I don't know. After that, I was asked to do a phone interview on a company laptop with Priyang, who was actually much easier to interact with...once I finally got to talk to him. One of the other engineers came into the room with the notebook and asked "Are you the candidate?". I said sure and took it. When we tried to get the call going, there were technical difficulties for ~15 minutes. Less time and more pressure. Oh well. One thing that stuck out to me was that I asked him if there were any shortcomings with 6Sense that he was hoping could be improved. He said something along the lines of "no, it's perfect", which is I guess what you're supposed to say, but it definitely FELT to me like the team/leadership had major issues. Honestly this signals to me that either he's been brainwashed to think everything's great or they're just not looking to be conscious of ways they can improve. Either way not good. I had lunch with a junior engineer who bragged about his aspirations to be a "10x engineer" and how he strives to be like Dustin(another co-founder) who, in his words, is a "100x engineer". He also made sure to mention that "We are all ALWAYS on Slack. If you don't want to work nights or weekends, this company might not be for you". The kicker for me was hearing how they were having such a hard time hiring people because "The hiring bar is as high as an Apple/Google/Facebook" but the engineers qualified for those companies would rather have those names on their resume. No, don't take a look at your candidate process, don't make sure you're well-prepared for potential team members, don't reassess the way you're doing things, and certainly don't think that your contemptible, condescending leadership team might be raising major red flags. Make no mistake, 6Sense definitely has a compelling product and a lot of interesting technical challenges to solve. But it doesn't seem like they quite have the "people challenge" under control yet.