Canopy Senior Full-stack Software Engineer (Tech Lead) interview questions

I applied to Canopy over the past summer as I really related to their company values and the general vibe I got from their website. It started off good, and I enjoyed my initial conversations with the team. After that it went downhill. Overall I felt like this company didn't know itself, candidates felt the pain of that. They had an incredibly long and painful interview process that didn't seem to relate to the actual tasks of the job.It seems they had been burned in the past choosing people that weren't a fit. Rather that get real with themselves about who they're really looking for, they just added more steps out of anxiety. I did many interviews for senior software engineering positions, and ended up with my dream job (not this one). This is the only interview process that actively made me baffled at what they were even thinking and angry as I felt my time was so wasted and people so rude. For example, sort out if the candidate has the technical skills you want from the beginning before you put them through a four hour panel interview with non-engineers (which they were an hour late for by the way). The first two technical rounds were algorithms, which I passed. I then got rejected because I didn't have experience with various state machines. This is inefficient for both of us. It just goes to show algos don't tell you how someone is going to do with the real skills needed for the company, and socially with the team. Another thing to note is the culture I was receiving from the engineering team did not match the culture the company markets at all. This is somewhat normal, but they didn't seem aware of it. I felt like the first stage of hiring was picking people they liked, with no idea that those personalities were not going to get along with the engineers. One person interviewing me from engineering even seemed to be typing and working on something else while interviewing me, and was only half paying attention. I asked someone during the interview process what the most common reason was that caused engineers to leave the company. They paused and immediately listed 8 people, so it seems it's not just me. Please sit down and really have a discussion internally about the specific technical skills you're looking for as an engineering team, and come up with a technical assessment that represents that. Don't just "play interview" by doing algos if that's not giving you the right information about the candidate (and I say that as someone who passed the algos). Be honest about your engineering culture and who will fit in there, and make that clear in the job ad. You don't need such a long and tedious interview process if you do that.