The interview process consisted of multiple rounds. It started with a conversation with HR, followed by a meeting with the head of the department. I was then asked to complete an exercise and present it to the team lead and manager. After that, there was a final discussion with the people manager. All conversations were followed up quickly and professionally, with useful feedback provided at each stage. I met very interesting people throughout the process and had engaging, insightful discussions.

One month after applying, I received a very brief email with a link to submit my video interview with no further instruction or context. The link led to a page with more instruction on how the mechanics of recording of the videos would work but also called it a "test" so I was unsure if it was a skills assessment or an interview. It was 6 interview questions you had to answers in 15 minutes and could rerecord your answers if you had time. A few days later I received an email I would not be moving on with the process with no feedback. Overall, it was a dehumanising experience. HiBob showed little regard for candidates by failing to offer a two-way conversation that would allow applicants to ask questions about the role or company after investing their time and effort in applying and interviewing at their organisation.

The interview process typically begins with an initial HR round, followed by a discussion with the hiring manager. After that, candidates are given an assignment to demonstrate their skills. Next comes a meeting with a second-level manager for deeper evaluation, and finally, another HR round to conclude the process and discuss potential next steps.