3 rounds of 45 minutes each. One case interview question, one technical round, and one behavioral. The case interview was tough to prepare for since there aren't many other tech related companies that ask case interview questions.

I felt really disappointed by the recruitment process. I applied for the software development engineer position in London and was given hackerrank test to resolve. It took me 50 minutes out of 2 hours that were available, to submit the solution with good code quality and 100% result. Then I was contacted by recruiter Christopher who offered me DevOps role (not developer) and when I asked if there are some open vacancies in Development Department, I was said that they are looking for more experienced candidates who could mentor mid and junior level engineers, without even talking a single time to me. I know my 2 years of professional experience are probably not good enough to mentor the others, however based on the prescreening test result I would never dare, on such a demanding job market, to say to the candidate with such an outstanding score that he is not good enough and that he does not fit the role, without even talking to him. I think that you may be losing a lot of talents with such approach. From my perspective there should always be a place in big organizations for talented newcomers, especially the ones that look promising since the very early prescreening.