There are 3 rounds for the interview. L1, which is hackerrank test, followed by L2, which is taken by Xebia employees only. Followed by a client round. I have caught till L2, in which there is an Xebia employee who is not interested to take interview, just tries to prove candiate is wrong once the candiate is not answer as expected, they will stop the interview. I never recommended anyone to apply here, as they create the proxy hiring process. At the end not hire a single one.

I recently had the opportunity to go through the interview process for a Senior Java Developer role. I'm pleased to share that I successfully cleared the first round, which focused extensively on technical evaluation—covering Java 8+, Spring Boot, REST APIs, performance tuning, and real-world problem-solving scenarios. The technical discussion was engaging, and I received encouraging feedback. In the second round, I interacted with Ms. Jyothsna Madhunapantula, Delivery Head, which shifted the focus towards managerial and leadership competencies. The questions revolved around: My approach to leading technical teams Handling client communications and project delivery timelines Experience in conflict resolution, team motivation, and resource planning Balancing technical responsibilities with mentoring and guiding junior team members Ownership of end-to-end project delivery and ensuring quality under pressure While I was able to share my insights and experience in these areas, I understand that I may not have fully met the expectations from a delivery leadership perspective in that particular round. Though I wasn’t selected in the end, I view this experience as a valuable learning opportunity. It helped me identify areas where I can grow further—not just as a developer, but as a leader who adds value beyond code. I remain committed to continuous improvement and professional growth, and I look forward to the next opportunity to demonstrate both my technical strength and managerial readiness. However, the entire conversation lasted less than 10 minutes. While I respect the time constraints and the seniority of the interviewer, I believe a candidate’s leadership potential and managerial aptitude cannot be accurately assessed in such a limited window. Leadership is contextual, layered, and often demonstrated through nuanced situations—which require thoughtful exploration and dialogue to truly understand. Unfortunately, I wasn’t selected to move forward. While disappointing, I’ve taken this as a constructive moment of reflection. I remain confident in both my technical and leadership abilities, and I continue to grow by learning from every experience. In today’s fast-paced hiring world, I hope interview processes continue evolving to become more holistic, inclusive, and fair, especially when evaluating seasoned professionals for senior roles.