Gray Matrix Solutions

The company has been a frustrating experience. I spent 3 or 4 weeks going through 4 to 5 interview rounds, each lasting about an hour, yet the interviewers themselves didn't seem clear on what they were looking for. The entire process felt unstructured and poorly coordinated. There appears to be a strong presence of internal politics, which affects both hiring and day-to-day work. Many employees seem disengaged, with some sitting idle or doing minimal work just to appear busy. It also feels like growth and stability depend more on connections with top management than on actual performance, which likely explains the high attrition.

I was scheduled for an in person interview at Mumbai office. A below average experience as no one was around at thw reception. After some waiting, someone from HR team met me and asked my tonwait for another 1 hour for ym 1st round due to the unavailability of a meeting room. So to save time I met head HR directly, after a good discussion, she told me to wait for round 2 with the founder /ceo. That never happened, after waiting I was asked to leave and ghosted.

First round with Hr was perfect. Second round (technical) with panel, they didn't knew anything about robotics plus they weren't interested in asking questions! It was absolutely disappointing. Please change the panel for interview or hire senior robotics engineer for better interview experience.

The interview process for a Software Development Engineer (SDE) role typically begins with resume screening, where a recruiter or hiring manager reviews the candidate’s technical background, programming skills, and relevant project experience. If the candidate meets the initial criteria, they are invited to a recruiter phone screen lasting around 30 minutes. This conversation focuses on understanding the candidate’s interest in the role, salary expectations, availability, and overall fit with the company. Candidates who pass the phone screen move on to a technical assessment, which usually involves a 45–60 minute online coding session. This may be conducted using platforms like HackerRank, CoderPad, or a shared IDE, and focuses on evaluating data structures, algorithms, problem-solving ability, and code quality. Successful candidates are then invited to a virtual onsite or final round, which typically consists of 2 to 4 interviews over approximately three hours. These rounds include a deep dive into coding challenges, a system design interview (for mid- to senior-level roles), a behavioral interview to assess communication and teamwork, and sometimes a technical deep dive into the candidate’s past work or projects. Finally, if the candidate performs well across all stages, the company may conduct reference checks before extending an offer. This structured but focused process ensures a well-rounded evaluation of both technical ability and team compatibility.

Round 1: Technical Screening (30–45 mins) Focus: Past projects, tech stack, and fundamental concepts. Topics Covered: Technologies used in previous projects Basic data structures and algorithms General problem-solving and system design awareness Understanding of how AI tools and scraping were applied Round 2: Take-Home Assignment & Office-based coding challenge (LeetCode-style)