Firstly a 30 min HR screening round. They have a set of questionnaire and they repeatedly ask the same questions across different rounds. Basic knowledge and definitions on CAP Theorem, Https/http, TCP/UDP, Process/Thread. 2nd round - 30 mins coding test 2 leetcode easy questions or at max 1 medium level question. 3rd round - Questions from resume and very basic questions around definitions and basic textbook questions. Interviewer suggested work life balance is a challenge and rest is all good. 4th round- (System design and culture round)- Very rudimentary questioning and repeated questions from HR screening which I felt annoying. By this time, I developed the idea on what they want to hear. So gave perfect copybook answers and cleared the round. 1. Tell me something about yourself?(Hinged around reasons for switch, say growth, better challenge, ambition, a few startup buzz words etc). 2. On a scale of 1 to 10, how would rate yourself and why?(Behaviour check question, 8 or 9 would be good answer, 10 sounds rude/arrogant). 3. Are you willing to work long hours and also on weekends, no incentives? (Rookie questioning, off-course question is to check intent but over selling/fixating on the hard work was irritating. It felt like "Roadies show" auditions. Company was registered in 2012, if the culture is really that great then it should have been at-least a unicorn already. Some humbleness would do just better. Company desperately needs good people to lift their professional bar. Huge mismatch in Glassdoor vs ambitionbox ratings. How is this possible? 4. What one feedback your previous manager would give which you need to improve on? ( Take any from chatgpt/google answer and twist it a bit to make it look real, eg - I believe in hard work but sometimes I over commit which is not practical. It works well for me, but it gets really difficult at times for me and my team. This is a positive thing for a micro-manager actually. It means you were and would be handy for your manager as you keep your team on their toes and put your relations with co-workers at risk and do your manager's job :D) 5. Design any famous application like bookmyshow, zomato, quora etc. (Again, a very easy round. Watch any video series on system design questions and its a easy clear. No in-depth questioning as such). Final round(CXO)- Again, same questions repeated from HR screening and culture round. I had high hopes from this round and was expecting very good questions, but this was disappointing. Over emphasis on the culture deck which has no original quote but is actually a "rookie handbook of excerpts taken from all over the internet". They don't have a niche product as such but attempting to solve for everything. This explains why seem so confused and are actually all over the place. One quote from me (smirk)- You can not improve what you can not measure. I asked Interviewer a "quantitative" and "objective" question over vague ,qualitative, subjective, time-killing, age-old, boring questions, and didn't get a clear answer. Probably he was in 'god' mode and was not ready for simple straight questions. It reflects he is not ready to work with people better than him.(Or he thinks, its not possible) Question was- What business projections do the company have in coming 2-3 years, be it any metric you want to share?It would help me know how big the opportunity is. He didn't even read headlines on my resume so it seemed he was unable to comprehend what I was saying. He seems to have some serious pre-assumptions and cooks answers in his head before listening actively or completely. Overall, drive felt like interview is drawing similarities with “special 26” movie. Their tone was not nice and they have an irresponsible hiring process. Haven't got any feedback yet, but would be declining the offer if I get irrespective.