I’m honestly really disappointed with my experience interviewing at DoorDash.
A recruiter initially reached out to me on LinkedIn about the role, shared the job description, and encouraged me to apply. After applying, I had an initial recruiter call, then an interview with the hiring manager, then was asked to complete a case study with a 48-hour turnaround. From there, I moved into a panel of four cross-functional interviews (one of which was rescheduled twice).
That’s a significant amount of time and effort to invest in a process, which I was happy to do because I was genuinely interested in the opportunity. What’s frustrating is the lack of communication throughout the process. The recruiter provided very little proactive communication, and after my final interview nearly two weeks ago, I’ve been completely ghosted even after following up for an update.
I completely understand not being selected; that happens. But after asking a candidate to commit multiple rounds, a case study, and hours of prep, the bare minimum is communicating an outcome. The silence feels disrespectful and left a really poor impression.
Interview questions [1]
Question 1
There were quite a few questions about how I use AI in my work. When I asked how AI is currently being used internally, the answer didn’t feel especially strategic or grounded in a clear long-term use case and it came across more like a push to adopt AI because it’s the trend, rather than because there was a well-defined, sustainable application for it.
I interviewed for a role at DoorDash and was asked to complete a take-home assignment and prepare a presentation to walk through during the interview. I spent a significant amount of time analyzing the data and preparing the deck based on the guidance provided by the recruiter, who clearly outlined what to expect in the interview.
However, once the interview began, the interviewer decided not to review the presentation at all. Instead, they introduced a live case study with a dataset I had not seen before and asked me to share my screen and work through it in real time. This was a completely different format than what had been communicated in advance.
While the live exercise itself went fine, the experience felt frustrating and somewhat disrespectful given the amount of time and effort required to complete the original take-home assignment and prepare to present. If the intention was to assess live problem-solving, that expectation should have been communicated upfront so candidates can prepare accordingly and decide how to allocate their time.
Interview questions [1]
Question 1
Tell me about a time you improved a process or made operations more efficient. What is a time you worked with a difficult stakeholder? What are a few things that bring you joy in life?
The process started with a recruiter screen over phone call. After the screen, I received a take-home analytics exercise in which they asked for findings and recommendations based on data, and submission included a SQL add-on. Round 1 was a virtual onsite consisting of two back-to-back 30-minute Zoom interviews. The first was behavioral, focused on data-driven decision making in ambiguous situations and practical application of AI tools. The second was a case interview that started with a review of the take-home submission and follow-up questions on analytical choices, then moved into a live case study.
The recruiter sent a prep email ahead of round 1 with clear expectations on each interview, which was helpful. Communication throughout was professional and timely. Feedback came within about a week of the final interview.
Interview questions [1]
Question 1
How would you improve warehouse receiving efficiency
the interview was a total of 3 rounds (HR, Hiring manager, and Head of the team) . There was a takehome case study and SQL for 2 days before meeting with the hiring manager.
