Interviewing at Datavant: Frequently Asked Questions

First of all, congratulations! We know that the job-search process isn’t easy. We’re glad you’re interested in Datavant and decided to take this step. 

Our recruiting is human powered. After each candidate submits their application, our recruiters review each application in detail. If they determine you are a good match for the role you applied for, they will contact you via email as soon as possible with next steps. We know just how precious of a resource time is, so if we decide not to pursue an interview, we’ll let you know that too.

Our interview process is slightly different for technical and non-technical roles. Interviews for non-technical roles consist of a recruiter screen, 1-2 preliminary interviews, a virtual onsite with a presentation, and a final interview with a Datavant executive. 

Candidates for the Engineering team and other technical roles will have a couple technical screens as part of the process as well. For an inside perspective on the Engineering interview process, have a look at our Tech Blog.

We are a high velocity team and aim to make this process as smooth and fast as possible. On average, you can expect the entire process to unfold over 2 – 3 weeks.

We aim for our interviewers to submit feedback within 1 business day after your interview. You will receive communication from your recruiting coordinator as soon as they have feedback from our interviewers. If you have an update or change to your job search timeline, we encourage you to let us know as soon as possible.

We look for three core qualities in future Datavanters, people who are “Smart, Nice, and Get Things Done.” Questions vary across our group of interviewers and hiring managers, but we’re eager to understand how your approach to work aligns with those traits.

In addition to assessing for “Smart, Nice, and Gets Things Done,” our next fundamental goal is to understand your will and skill to grow. From deep subject-matter experts to promising generalists, we do our best to establish interviews with people we believe have the potential to excel in a role. During the interview process we want to discover how you learn, if you’re curious, and what kind of resilience and grit you have. We encourage candidates to look at the STAR method while preparing for their interviews.

We also recognize that interviewing exceptional people means that you are interviewing us too. We love candidates who come into the process with lots of questions – about our culture, about our business, about a remote-first work environment. Our interviewers are prepared to speak candidly about their own experience as Datavanters.

A virtual onsite at Datavant consists of 3-5 individual behavioral interviews and some form of presentation of work. This could be a take-home assignment or a similar type of assessment, or a group presentation. Engineers and candidates for other technical roles will have a technical component such as a debug or system design interview.

If you are facilitating a group presentation, you will present a slide deck to a group of Datavanters based on a prompt we provide when confirming the virtual onsite. We often hear from candidates that this session is a refreshing opportunity to share knowledge and exchange ideas with our team, and they enjoy the opportunity to have meaningful conversation around a topic relevant to their potential future work.

If we need references, we will request them from you directly. This would typically happen at the conclusion of the interview process. Your recruiter will reach out directly to share more information if references are needed.

We prize growth over comfort – it’s one of our core values – so we understand how useful constructive feedback can be to facilitate professional growth. We do provide personal feedback for any candidate who proceeds through the virtual onsite. However, because of the sheer volume of applications we receive, we are unfortunately not in a position to provide personalized feedback to applicants at earlier stages of the process.