Engineering

This ~30 minute phone conversation will cover your current and/or past work, background, what you’re looking for, and what motivates you. We cover some logistical stuff here like work eligibility, pay expectations, level expectations, etc. You also get time to ask questions about the company and the role. 

This is your first chance to chat with your hiring manager or a manager at Clio. This ~1 hour call will dig into your technical background, interests, and answer any engineering-related questions you may have. Our managers are both technical and people leaders and can answer almost any questions you may have. 

This last step is broken into several assessments, which will take about 3.5 hours total. When you reach this step, you’ll receive an email with more information about each portion and your Talent Acquisition Specialist will also be available for a prep call in advance to review the details with you and answer questions about how to prepare.

1. Pair Programming (45 min) – Let’s code something together. This is not intended to assess your seniority level. This is about seeing how you work with others, how you solve problems, and how you think about a problem while we work on it together. You will be working with the interviewer to solve a problem from scratch. Pick a language you’re super familiar with. There’s no need to use our languages if they aren’t your strongest. We want to see you at your best, so show us what you’ve got.
2. System Design (For Software Developer roles, 60 mins) – This interview has you design a new system from scratch based on requirements provided by Clio during the interview. You will use a whiteboard to start breaking down the problem and thinking out loud, asking questions along the way to make sure the customer gets a great solution. You will create diagrams, notes, boxes, and generally brainstorm your way to a viable solution. We’re looking for how you get clarity, get curious, and use your technical skills to plan out and communicate your ideas. For junior candidates, we’re looking for solid technical knowledge and the ability to make good decisions and progress on a solution. For candidates who are senior or above, we’re looking for the breadth and depth of your expertise to shine through, not only getting a solution together but understanding its limitations and options and how it may evolve in the future.
3. Technical Deep Dive (For all non-Software Developer roles, 60 min) – This portion is meant to showcase your technical knowledge of a past project you are proud of. Bring a system or project you’ve built so you can explain it to us and we can talk about it. You can use a whiteboard (but no coding!) if you like or you can simply tell us how it worked. How you communicate your ideas and decisions is important. We are assessing your level/seniority during this exercise. We expect more experienced candidates to go higher in the overview and deeper in the understanding of why decisions and tradeoffs were made. We expect junior and intermediate candidates to understand the portions of the system they directly contributed to and have a developing sense of the bigger picture.
4. Technical Leadership (For Individual Contributor roles, 60 min) – This interview is to get to know your leadership style (everyone is considered a leader at Clio), how you approach work, what you value in leadership, and why you hold those values. We’ll talk about your philosophy around how you make decisions, your experiences with teams, giving and receiving feedback, holding yourself and your team accountable to commitments, and how you communicate.
5. People Leadership (For Manager roles, 90 min) – The team will dive into your management experience and your experiences leading people—the highs and the lows. You’ll answer questions around your philosophy, approach, and direct experiences. There are no right or wrong answers for this session. We are interested to hear your lived experiences and perspectives. 
6. Culture Add Interview (30-45 min) – This non-technical interview is intended to help us get to know who you are as a human outside of the workplace. We’re looking at values and mission alignment as well as seeking to understand the ways you might add new/different perspectives, world views, interests, passions, learning styles, etc. to the team. During this interview, you will be chatting with a senior Clion who can answer a lot of your questions about our company culture, values, direction, and performance.

After the Final Interview, your interview panel will get together and debrief, discussing assessments and results from each section. Your interview panel will provide the hiring manager with crucial information to make a decision. 

Before receiving an offer, you’ll quickly sync with your hiring manager. This is a ~30minute call to debrief on your interview, chat about the role we’re thinking of for you, and share any developmental feedback. We feel it is really important that you fully understand the role, level, and work you will be taking on to make sure they line up with your career goals. We want your expectations to match reality if and when you join our team. This call is our final checkbox before making an offer. 

Right after your call with the hiring manager, one of our Talent Acquisition Specialists will call you to go over your official offer including: compensation, start date, benefits, and other details. Afterwards, they will also email your offer letter including all details discussed.

If we decide not to move forward with an offer, you will receive an email from your Talent Acquisition Specialist partner. You will also be offered a feedback call where they’ll dive into more detail on our decision.