ByteDance Operations interview questions

A recruiter based in China asked for my availability via email, but I received total silence after sending him/her the requested information. No HR phone screening or introduction - NOTHING. I had to send a chaser email after a week, only then I received a calendar invite sent by another HR personnel. The interviews were horrible. Nothing in the JD mentions that Chinese language is needed, but I had my first interview done throughout in Chinese language as the interviewer noticed I'm an ethnic Chinese. The interviewer was nice and I managed to scrape through the first interview, despite not being a native Chinese speaker. Whilst scheduling for the second interview, I tried to clarify with HR personnel on the interview language and the name/title of my next interviewer. However, I received a brief reply that the interviewer is bilingual and nothing on name/title (Similar to previous Glassdoor reviews - no information was provided despite request from interviewees). Second interview was conducted in Chinese as well, and he/she was at a common area where you can see people walking around behind (my interviewer switched location twice in the midst of interview and it was quite distracting). Rather cold response from interviewer and he/she kept cutting me off when I was giving my views. My interviewer had difficulty speaking English as well - probably why Chinese is their preferred interview language. In summary, the many negative sentiment and ghosting experience you read on Glassdoor are true and a reflection of Bytedance's culture. Bytedance is still miles away to be called an international or global organization as it is still very much China centric. Interviews were done via Zoom and the whole recruitment process was unorganized. Please improve the recruitment process and the quality of your recruiters/HR/interviewers.

1) An absolute poor interviewer who is not professional in the interview question. 2) Based on previous reviews, interview timing has been constantly changing and a waste of interviewee time with no single apology or remorseful. 3) Stop wasting the candidate's time and asking stupid questions that are not relevant to the job roles and functions. Train up your recruiter. 4) Be professional and respectful to the interviewee.