Medidata Solutions interview questions

The interview process consists of initial phone interviews, followed by an online video interview and then and in-person interview. The first two stages of this process work well. Unfortunately, when I went in to interview at the Medidata office, I was quickly appalled by what appeared to be an over-crowded code farm engaging in start-up cosplay. There is no room to spare here. The in-person interview process seemed uncoordinated and they struggle to find a place to hold the interview due to overcrowding. Everyone is out in the open in extremely small work areas. The noise is so loud that it is hard to hear, even when you are in one of the small conference rooms. Like most start-ups, Medidata uses the same old "cultural fit" routine which is common now. In my opinion, the "cultural fit" tactic seems to be masking potential discrimination on almost any ground one might desire. This practice is questionable as I don't see how anyone can determine "cultural fit" in such a short period of time. I am automatically leery of organizations that declare "cultural fit" as a criteria for hiring. The potential for discrimination under this practice is rather obvious. In short, I didn’t like what I saw in Medidata’s working environment. Not much room to move around. Interviewers were professional though indifferent. I suspect I was a back-up interview and they had already made a decision.

There was an initial phone screen. The next step was an in-person interview. I was interviewed by five people: a VP, a director, a senior member of the team, and two peers. The senior member and two peers asked very technical questions over a large range of topics. The VP required white board coding.