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Interview process

This page is maintained by Amira Salem

TL;DR: See the interview stages for each department, information about the interviewer, your and our purpose of each meeting + more info about the interview experience with us

Here is an overview of our interview process. It varies a bit from role to role, but mostly stays the same. The way we think about the kind of people who we want to work with are also consistent across different roles and teams (see

).

Interview Stages

Standard

Interview stages

StageDurationPurpose for youPurpose for us
Call with people team
30
Learn more about Wonder and the role
Learn more about your motivation and understand your work experience
Practical exercise (timeboxed) & Cognitive test
180
See if you enjoy the kind of stuff we work on
Assess the skills relevant for the role
Call with someone from your future team
45
Learn more about the team and its working style
Understand more about your working style and your level of experience
Call with your team lead
60
Get to know the person who shapes the direction of your work and learn more about the vision and mission of Wonder.
Do a more in-depth assessment of skills relevant for the role
Meet the team
30
Meet a few of your future colleagues! 👻👻👻👻👻
Meet our future colleague! 👻
Marketing
Team Lead (Hiring Manager): Beixi Li
Recruitment Lead (Your 1st contact): Ashley Cooper
Vertical Leader (Founder): Pascal Steck (He/Him)

Interview stages

StageDurationInterviewerAgendaPurpose for youPurpose for us
Chat with people team
45
* Intro to Wonder, our culture, the role, your future team and answer all your possible questions * Your motivation * Overview of your experience * Questions related to the role requirements * General information like: Notice period, salary expectations, relocation, contract...
Learn more about Wonder and the role
Learn more about your motivation and understand your work experience. Provide the best possible insight to the Marketing team about you.
Chat with someone from your future team
45
* What you hope to achieve in your next role * Gain a deeper * Past experience driving growth initiatives * Past experience in performance marketing * Career aspirations * Working styles / preferences
Get to know the founder and vertical leader of the Marketing team, who shapes the direction of your work. Learn more about your future role the vision and mission of Wonder.
We get to know you on a deeper level, explore your career aspirations at Wonder, learn more about your experience, working styles and preferences.
Practical exercise (Case Study)
This a take home assignment. It may be accompanied by a cognitive test (the cognitive test is used only as a positive indicator and not an eliminator).
Get a sense of the type of work we would do together.
Assess the skills relevant for the role. Understand how you approach things and tackle new challenges, as well as how you communicate 🙂
Case Study review and final interview
90
Meet your hiring manager and learn more about the role. Discuss your case study and receive detailed feedback.
Meet you and hear more about your experiences for the first 30 min and then spend the remainder of the time hearing about your work in the case study. We'll seek to understand your thought process and provide feedback.
Reference Chats
Offer
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Product

Interview stages

StageDurationInterviewerPurpose for youPurpose for us
Call with people team
30
Ashley Cooper
Learn more about Wonder and the role
Learn more about your motivation and understand your work experience
1st Interview call
90
Leonard Witteler
Get to know the person who shapes the direction of your work and learn more about the vision and mission of Wonder.
Do a more in-depth assessment of skills relevant for the role
Practical exercise (timeboxed) & Cognitive test
180
Leonard Witteler
See if you enjoy the kind of stuff we work on
Assess the skills relevant for the role
Call with someone from your future team
45
Learn more about the team and its working style
Understand more about your working style and your level of experience
Design

Interview stages

StageDurationInterviewerPurpose for youPurpose for us
Meeting with people team
30
Ashley Cooper Talent Acquisition team
Learn more about Wonder and the role
Learn why you are looking and what you are looking for
Hiring Manager meeting
45
Meet one of your future colleagues! 👻👻 Get a first-hand understanding of what the day-to-day challenges of a Wonder Designer is
Learn how you do things and explore synergy with our needs
Cognitive test
30
Call with Manager and Practical exercise
90
(He/Him) Ricardo Saavedra and Maja Lukomska UX Lead and UX Researcher
Work through a practical UX challenge with the team 60 min. Spend 30 mins in a team meeting with Maja (or one of the cross-functional team)
Assess the skills relevant for the role
Final Interview
45
Leonard Witteler Co-Founder and Product Head
Meet the founder
Get a feel for team and cultural fit. This stage is not needed sometimes depending who was involved in the prior rounds.

Additional information about the interview experience

  • The process is completely remote. If it's important for you to meet people in-person, we will try to accommodate that where possible and safe.
  • Our aim is to finish the process within 3 weeks (from application to offer).
  • Our take-home challenges are always time-boxed, to prevent people from spending too long on them (thereby putting everyone under pressure to do the same).
  • Our take-home challenges are always related to the work we do at Wonder. This way you get a feeling for the kind of challenges we're working on.
  • We see the process as a dialogue. We want you to know as much as possible about us so that you build up conviction. It doesn't help anyone if you notice Wonder isn't your cup of tea 3 months in.
  • We work with interview questionnaires because they reduce bias and lead to better decisions. It's sometimes tricky to balance going with the flow and still getting through the relevant questions, so don't be surprised if we insist on getting back to specific questions.
  • We don't share evaluations of candidates between interviewers, because it biases their judgment. We make sure not to ask the same questions twice, but your second interviewer won't know exactly what you spoke about in your previous interview.
  • We do at least 2 reference calls at the end of the process for every candidate (but we will never approach anyone from your current company unless you explicitly tell us to).