Design Round: This round ended in just 15 minutes without any technical questions. It was primarily an introduction, with only about 10 minutes for me to ask questions about Salesforce. The purpose of the round felt unclear, and I was left unsure of what was expected from me.

Round 2 and Round 3: Tech leadership and People and process management
I enjoyed interacting with both interviewers. They were professional, and I appreciated the opportunity to speak with them.

Round 4 : Process and people

Unfortunately, this round was very disappointing. I have never had such an experience in over 10 years of interviewing. The interviewer seemed biased from the beginning, focusing heavily on my 10 years of experience and questioning my readiness for a management role in a way that felt more like a critique than a genuine assessment. The interview was conducted without the interviewer’s video on, which made it feel impersonal, especially in an interactive round where a more engaging dialogue would have been appropriate. She had 21 years of experience and was at the same position for which I was intervieweing . Her background was from Program Manager and she was a new EM at salesforce .

Additionally, the interviewer’s comments felt dismissive and unempathetic, suggesting that being an Engineering Manager may not be suitable for someone with my level of experience (6 years in tech and 4 years as an EM in Amazon and EM in Microsoft ).
Exact words : "EM is not everyone cup of tea"
This was disappointing, as it seemed to overlook the professional growth I’ve achieved at globally recognized tech companies. Reaching these roles has required dedication and capability, not just years of experience. If there is a preconceived notion that only candidates with a certain tenure are fit for these roles, it may be more efficient to filter resumes accordingly to save time for both the interviewer and candidate.

While I understand that a single experience may not represent the whole company, interviewers are often seen as the face of the company, and their interactions can significantly influence a candidate’s perception of its culture. If senior leadership representatives lack empathy and respect toward candidates, it can reflect poorly on the organization as a whole.