Behavioral + Due Diligence + Risk Management (Data Scientist — Onsite)
Context
You are a Data Scientist candidate approaching an onsite. You are juggling:
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Multiple interview reschedules while preparing for technical rounds
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A simultaneous verbal offer from another company
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Later, a team match to WhatsApp's Calling organization, where you are unsure about stability, layoff risk, and work-life balance (WLB)
Answer the following in three parts, being concrete about stakeholders, timelines, risks, and outcomes.
Tasks
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Proactive Communication and Boundary-Setting
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Describe a time you had to juggle interview reschedules, prep for technical rounds, and manage another verbal offer.
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How did you communicate proactively with recruiting (e.g., emailing for updates, clarifying prep expectations), set boundaries on decision timelines, and avoid burning bridges?
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Provide examples of email language you used to: request reschedules, clarify expectations, and set/extend deadlines.
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Due Diligence for WhatsApp's Calling Org
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Before accepting a team match, what due diligence would you run to assess stability, layoff risk, scope, and WLB?
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Specify concrete questions for: the hiring manager, skip-level leader, and peer teammates.
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List observable signals (e.g., on-call/incident load, data/experiment maturity, roadmap clarity, churn/tenure metrics) and thresholds that would reassure you vs. trigger concerns.
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Identify red flags that would cause you to walk away or accept with contingencies. State the contingencies you would seek.
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Reorg or Headcount Freeze Between Verbal and Written Offer
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If a reorg or headcount freeze happens after a verbal offer but before a written one, outline your escalation plan and decision framework.
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Name the stakeholders you would engage, the sequence and timeline, the risks you’re managing, and possible outcomes.
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Include what you would do differently in hindsight to reduce risk in future processes.