One phone call with the recruiter then a technical phone screen. The recruiter call is the usual recruiting screen but he made a point of saying that they don't do Leetcode interviews. The technical interview was a very niche problem that you could have had in a CS undergrad course but if you didn't see such a problem in your previous work or schooling, having a fully complete and working application might not be possible given the allotted time. As others have noted, this isn't scalable. I also want to address the trailblazing "unique" interview, though: this made me appreciate the fact that employers are still using Leetcode! The reason is that it's something you can prepare for and there's a standard rubric by which you can judge people. This doesn't make it a good interview process for judging candidates but when you are preparing for interviews and you have Discord among them, an interview like this taxes your time if it is not your absolute priority to work there. That being said, it was a learning experience. Discord also brags in their online blog posts that they have calibrated such questions internally. So the data point this gives me is that they will be breathing down your neck while you do your work. They will also expect you to complete a lot of work quickly while their equity options may never materialize--versus other options out there at least. These are factors you should consider while interviewing with them. The exercise is supposed to approximate working with a fellow employee. But an employee doesn't have optimal learning and experimenting conditions if they are going to have a certain set of unrealistic expectations thrust upon them. Pair coding shouldn't be time-limited or stressful, so Leetcode becomes preferable to this type of format.

Applied -> Recruiter -> HM -> Tech Screen. First three rounds went great, but the Tech Screen was a very different experience, and felt very out of time with modern software interviewing practices.