# Recruiter Screen 1/2 Hour Basic questions about background / experience from non-technical recruiter # Technical Screen ## Part A, 1/2 Hour SQL Coding A Jr DS ran the coding interview. 4 "rapid fire" questions were asked. All pretty standard stuff in analytics (aggs, window functions, standard metric calculations). The vibe was very forced and unfriendly. I was interrupted multiple times when walking through my approach in order to "just write the code and we'll go from there." I managed to solve all the questions in the allotted time, but still not a very enjoyable experience. ## Part B, 1/2 Hour Case Study Standard open-ended question about improving a pain point in the business. The interviewer was a Sr DS Manager. I've been through and have conducted countless case study interviews for DS positions; my expectation in these interviews is to work with my interviewer/candidate as a team, to bounce ideas back and forth in order to solve a problem together, even have some fun with it. If a candidate is in the wrong neighborhood, it's the interviewer's responsibility to chime in with clarifying questions or nudges in order to move the process along--this way the candidate has a chance to demonstrate their skills at multiple points in the DS process. My experience interviewing at DD was quite the opposite. I've never had an interviewer that was so standoffish and negative. They seemed irritated to be there from the beginning. Lots of awkward wheel spinning then proceeded from my end with little direction given on whether my proposed approaches or ideas were good/bad/useful/not/etc. Even after verbally expressing to the interviewer that I was finding the process frustrating due to lack of feedback, I still received little direction. After about 15 mins of this, I chuckled in frustration at how fruitless the exercise was becoming, after which the interviewer bluntly told me "I find you to be rude." DON'T DO THIS, IT'S INCREDIBLY UNPROFESSIONAL. No matter how rude you find a candidate, it's your role as the face of the company to handle a range of candidates with patience and grace. I immediately ended the interview because I was so put off by the interviewer's behavior and the lack of professionalism. I think that companies forget: not only are you interviewing candidates, but candidates are interviewing you for your culture and the possibility to work *together* as team mates. Door Dash failed miserably here.