Typically includes 5–6 rounds. You’ll have the chance to meet with future team members, stakeholders, and leadership. This is a general pattern, but depending on the role, some steps in the process may vary.

1. Recruiter Screen: Your recruiter will ask about your relevant skills, perspective on resilience, experience, and what you’re looking for in your next opportunity. This call is also a chance for you to learn more about the role and Modak’s culture. We’ll ask evidence-based questions, so think of specific examples that highlight your individual contributions to past projects. The STAR technique can be helpful here! Keep your answers clear and concise, and don’t hesitate to ask questions—your curiosity is always welcome.

2- Skills Assessment (if applicable): You’ll be invited to complete a technical assessment or a case study, depending on the role. This will help us understand how you approach challenges and solve problems.

3. Meet the Team: You’ll meet cross-functional stakeholders who will ask evidence-based questions to help us understand how your approach and experience align with the role and Modak’s values and culture.


4. Leadership Round:
You’ll meet with one of our regional or organizational leaders. This round explores your long-term growth potential at Modak and gives you a chance to ask questions about our strategy and vision.


5. Decision & Offer:
It’s time to finalize the process. We’ll share our decision with you within two weeks. If you have any questions in the meantime, feel free to connect with your recruiter at any point.

- Initiative: People who step up and lead, even in uncertainty.

- Results orientation: Focus on delivering real outcomes, not just activity.

- Problem solving: Curiosity to dig deeper and find impactful solutions.

- Adaptability and resilience: Learning from setbacks and adjusting quickly.

- Communication: Clear, honest, and empathetic communication.

- Integrity and humility: Acting transparently and being open to learn from anyone.

- Collaboration: Helping create an environment where everyone grows.

- Developing others: Supporting others to shine, too.

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These are our Core competencies for the team:

- Founder’s mindset: the person has a can do, will do attitude. They are dependable, long-term thinkers, flexible, and acts ethically as parents do with their own children

- Bias for action: the person has a bias to act, and doesn’t deliberate endlessly

- Insanely great: they have high standards for themselves and for the things they do. They choose a few things to do, but in the things they do, they strive to be in the world’s top 1%

- Infectiously curious: sometimes the answer lies a step after you stop looking. This is a key trait for success in our particular pursuit of vision. A dogged pursuit is looked upto.

- Inspiringly ambitious: ambition is admired and supported at Modak. The person should have a drive to leave a positive mark on this world, and take Modak to greater heights

🎯 Use the STAR method to structure your answers:

- Situation: Provide the context.

- Task: Explain what needed to be done.

- Action: Describe what you did specifically.

- Result: Share the outcome and what you learned.

🎯 Focus on concrete examples from your real experience, not hypothetical answers.

🎯 Avoid overly generic answers. We want to see how you think and learn.Example of a concrete response: “In my previous role as a team lead, I faced a communication challenge with a key client. To address it, I set up weekly alignment meetings to ensure clear expectations and results. This reduced miscommunication issues by 40%.”

Extra tips to help you shine

- Be clear and direct: We want authentic and structured answers. Practice with real examples so you can answer confidently.
 If you don’t understand a question, don’t be afraid to ask for clarification—it’s a dialogue!

- Stay calm: we’re not looking for perfect answers, but for honesty and reflection.

- Make sure you’re in a quiet place and check your WiFi and audio/video connection.

- Stay open and welcome feedback from the interviewers—they’re there to help you.

- Come prepared with questions: Bring questions you’d like to ask the interviewers—it shows curiosity and engagement.

- Time management: Be aware of how long you spend on each question and answer—clear, concise communication is key.

1. Introduction: we’ll introduce ourselves and share a bit about Modak and the team.

2. Role context: we’ll make sure you understand the role and how you could contribute.

3. Behavioral and values-based questions: we’ll explore your past experiences to see how they align with Modak’s values and how you’ve approached real situations.

4. Growth mindset and adaptability questions: we want to know how you learn, make decisions, and collaborate.

- Our interviews typically last between 60 to 75 minutes.

- We’re here to get to know you: how you think, how you solve problems, and how you approach challenges.

- We want this to be a two-way conversation where we both learn from each other.

Start by reflecting on your values and doing some research about Modak’s mission and values. What drives you? What are your key interests and strengths? Consider your passion and the next steps in your career. We suggest reading through our mission statement to get a deeper understanding of what inspires us.

Once you are ready, submit your application online, and we’ll usually get back to you within a few business days.