SmartQ - Bottle Lab Technologies QA Engineer Interview Questions and Answers

Interview preparation tips for other job seekers - **SmartQ's Hiring Process** When I decided to switch companies, I came across a QA opening at SmartQ on LinkedIn. I applied, and shortly after, I received an interview invitation for an offline process. The email mentioned bringing a hard copy of my resume and a passport-sized photo. Later, a representative called to confirm my attendance for the interview. After reviewing SmartQ’s website and its alignment with my career goals, work culture, and future opportunities, I decided to attend. However, I couldn’t find details about the number of open positions. While researching the interview process, I came across a review that mentioned over 300 candidates attended the offline interview, and the process was poorly organized. I assumed this was a mass hiring drive, which might increase my chances. On Saturday, I reached the venue at 9:40 AM and saw around 200 people on the cafeteria floor. I asked a hiring team member about the vacancies and was informed there were only 15 positions for candidates with varying experience levels. Since I had already arrived, I decided to proceed with the interview. We waited until 11:30 AM to begin the first round, which was an aptitude test. To their credit, the team kept us engaged with games and refreshments during the wait. However, the aptitude round came as a surprise. Typically, companies don’t conduct aptitude tests for experienced candidates. This test included five unconventional questions, such as: *“Two senior QAs and two junior QAs are working on a sprint with 15 large and 30 small modules. Juniors take 30 minutes for a small task and an hour for a large one. Three junior QAs will join after 4 hours, and one senior QA will join after 3 hours. How long will the sprint take? If all QAs were available from the start, how much time could be saved?”* While these questions might be relevant for QA leads, they are not standard aptitude questions for QA roles. Despite this, I carefully worked through the problems and felt confident in my answers. They collected our solutions and resumes before announcing the results. By lunchtime, the crowd had swelled to over 500 candidates. While chatting with others, I learned that no one from the earlier group had received their results. When I asked the hiring team about the timeline, they assured us that results would be announced within 40 minutes and that all rounds would conclude the same day. Many candidates were frustrated with the disorganized process. Some of us asked, “Is it fair to invite 500 candidates for just 15 positions?” The response was, “We are looking for the best of the best.” This statement left us speechless, as most of us stayed quiet simply because we needed the job. While waiting, I discovered that the hiring process was managed by eTeam, not SmartQ. This raised concerns, as it seemed eTeam prioritized showcasing their hiring volume over an efficient and fair process. After 40 minutes, the results were displayed, but my name wasn’t on the list. I spoke to someone who was selected, and even he admitted he wasn’t confident in his answers. It made me question how they could have evaluated 150 answer sheets in such a short time and whether the selection was truly merit-based. Additionally, the requirement to bring hard copies of resumes and photos felt outdated, especially for an IT hiring process. eTeam’s approach resembled a factory-style recruitment process rather than a modern, streamlined method. Throughout the day, they repeatedly urged candidates to refer their friends and colleagues, which further suggested they might be incentivized by the number of candidates they brought in. This was the worst interview experience of my career. Such processes tarnish SmartQ’s reputation among candidates. I strongly urge SmartQ to reconsider its association with eTeam. Their approach not only frustrates candidates but also leaves a lasting negative impression of your company. Streamlined, modern, and fair hiring practices are essential to attract and retain the right talent.