Behavioral Interview

Employers need information about:

• leadership
• ownership
• teamwork
• conflict resolution
• resilience
• integrity
• communication
• problem-solving

The 5 Primitive Building Blocks

Every strong answer is built from these five primitive components — remove any one and the answer collapses:

1. Context Boundary → the world before the event
2. Trigger → the moment something required action
3. Decision Logic → how you chose your actions
4. Execution → what you actually did
5. Outcome + Insight → measurable effect + what you learned

1. Context Boundary

What it fundamentally is:

A minimal snapshot of the environment so the interviewer can parse the problem.

Why it exists:

Without context, your actions can’t be evaluated.

Leadership in a chaotic startup ≠ leadership in a rigid corporate team.
Without boundaries, there’s no scale, no stakes, no constraints.

If this part were missing:

Your actions look random, exaggerated, or unconnected to reality.

What it must contain at minimum:

• setting
• goal or project
• your role

This creates coordinates for the story.

My story

Examples of Going Beyond Job Responsibilities

a. Reducing Company Costs

• We had a test Twilio account where testers frequently bought phone numbers but rarely removed unused ones. Over time, the number count grew unnecessarily, leading to recurring monthly charges. I identified the pattern, cleaned up unused numbers, and established a simple process to prevent accumulation, which reduced recurring cost.

• I also optimized storage usage on Twilio by clearing unnecessary stored resources.

• We were paying for external cron monitoring tools. I identified that our needs were small enough to replace it with an internal lightweight monitor built in-house, which saved cost while still giving us visibility.

b. Improving Developer & Tester Experience

• Migrated Webpack to Rspack, which significantly reduced build time and made the project easier to test locally.

• Cleaned up large, unused collections in MongoDB (~32M+ records of inactive or unnecessary data). This improved performance and reduced storage cost.

c. Mentoring Juniors

• Beyond regular work, I assigned juniors small but challenging tasks. My intention was to help them stretch their abilities and learn. I would ask them how they approached problems and help them refine their reasoning.

b. Creating a Learning Culture

• I started a weekend-learning channel where only people interested in learning joined. I regularly shared high-quality resources and encouraged discussions. This created a healthy habit of knowledge-sharing within the team.

Leadership Examples

a. Infra Team – Preventing Repeated Mistakes

• I noticed recurring mistakes in our infra workflow. Instead of blaming people, I created a “Bomb Dashboard” — a simple tracker that captured:

  • What went wrong
  • Why it happened
  • When it occurred
  • How to prevent it in the future

• We intentionally avoided tracking who did it, to prevent fear or blame. This helped the team become more conscious, more consistent, and reduced repeated errors.

Failure and Learning Stories

a. Tracking My Own Mistakes (Intern Period)

• As an intern, I noticed I kept repeating the same small bugs.
  I created a personal log:

  • What the mistake was
  • Why it happened
  • A rule to prevent it

• Over time this significantly reduced repeated mistakes and improved my code quality.

b. Tight Deadline Incident (Mobile App Performance Issue)

- Users reported the app becoming slow after ~10 calls due to a memory leak.

• It impacted a major customer, so I worked through Friday evening and volunteered to work Saturday (with comp-off) to trace and fix the issue.
• Found the root cause, resolved it, and shipped the fix quickly.

GOAL you reached

• IMprove the company dev dx
  • for tester it hard to test pushing branch
  • migrate webpack to rspack because it too small

Postive

• orgnized
• think beyond code

negative

• TO much Perfectionist
• Saying yes too often

why dev rev?

Best failure you learn from?

I am the guy who will do on day first first my observer the envirorment and once feel comfortable and feel confident and freedom do i will show case my leadership and other skill

Empathy

• Build a tool for my PM (jira and dashaboard etc)

conflict resolution

• we were given a task to build a voice agent from scratch instead of using any existing paltform like 11labs we want to try POC but i already have explored

COnflict resolution on apporach

Proud of the project you build

It’s ok to not have answer to every question: If you are asked a question which you can’t recall from past experience you can tell the interviewer “I think I don’t actually have this experience but I would love to tell you how I would react in this situation”

Users where complianing the app is too slow memory leak i asked to work on saturyday to resolve this issue and find the issue and fix it

In interview try to avoid use we use I to tell what u did

come up with story conflict with CTO

Tight deadline

• we have issuse in our app where when user use the call feature user started complain after 10 call the app get slow and user not able to proceed and it was critical it need to be fixed ASAP they big customer so to solve this i worked on friday and asked to worked on saturayd compoff to solve this

Mistake

• when i was interns i started see doing small bugs on code and i want to make it stop so to avoid i started tracking what bug i made and why it happen how can i avoid and that list help me to avoid doing same mistake again and again

Give table of content before telling any story and then expand

failure story dont tell any big tell the story that has belivable trust behind tell calcuated risk and how did u learn and fix.

-Long term goal I learn web dev how to desgin scalble application etc now i am exploring gen ai and developingmodel from scrach etc that will be next goal.

• short term goal

  • Looking to get in a place to work for my long term goal

• How you want to be

Customer - SSO Setup - smtp not working talking with godaddy support tech

Why swithc job

• past what you did
• explain current what you doing
• tell future what is you vision

"I started my career by focusing on quality, fixing bugs, and developing products from scratch. Over time, I transitioned into infrastructure and DevOps, gaining experience in scaling systems and managing complex deployments."

**Present:**  
"Currently, I’m working in the generative AI space, helping build a voice agent for healthcare. While I’ve gained valuable experience, I feel that the exposure and challenges are not as extensive as I’d hoped."

**Future:**  
"I'm seeking a new opportunity that offers more guidance and mentorship, and a more challenging environment where I can deepen my expertise in generative AI. I believe that this new role will help me grow faster and make a more meaningful impact."

in my past i get apporauntiy to work with bugs, product developement, infrasturture and 

Early in my career, I was part of a small development team where we had a senior developer leading most of the projects. However, when that senior developer decided to transition to a new role and leave the company, I was suddenly placed in the position of leading the team. This required me to quickly adapt from a junior mindset to a more senior, strategic perspective.

During that transition, I took on responsibilities like defining the product architecture, breaking down tasks for the team, and ensuring smooth communication between the product manager and developers. I also had to learn quickly how to make the product scalable and how to mentor junior team members.

In the end, this experience helped me grow significantly, and I learned the importance of adaptability, proactive learning, and effective leadership.

In my experience at a startup, we often had to balance the urgency of shipping features quickly with maintaining code quality. There were times when tight deadlines meant we had to prioritize getting a product out to users over perfecting every detail. In those situations, we might temporarily skip certain best practices like comprehensive unit tests, focusing first on delivering value to the customer.

However, I always made sure to document the technical debt and plan for subsequent improvements. After the initial release, I worked with the product manager to prioritize the necessary fixes and optimizations, ensuring that, over time, we could enhance the codebase without compromising the user experience.

In summary, I found the right balance between immediate delivery and long-term maintainability, always keeping the end user and future scalability in mind.

In our team, we were tasked with a proof of concept for building a voice agent from scratch. I had prior knowledge and experience in the area and was eager to contribute. However, due to other pressing responsibilities, the task was assigned to a close colleague instead.

My colleague, while well-intentioned, opted to rely heavily on an existing GitHub repository, which wasn’t fully compatible with our infrastructure. I had previously explored a framework called pipecat, which could have streamlined the process and ensured better integration with our existing setup.

When I shared these insights, my colleague didn’t fully incorporate them, which led to inefficiencies. Rather than letting the project lag, I decided to invest my own time over a weekend to build the voice agent from scratch, ensuring it was well-integrated and cost-effective.

When I presented the final solution to our manager, it was well-received, but I quickly realized the importance of clear communication and collaboration. My colleague felt sidelined, and it caused some tension. After discussing openly with both my colleague and our manager, we clarified intentions and restored trust. Ultimately, the experience taught me the value of empathy and clear communication in teamwork.

In my experience, I’ve encountered different types of responses when advocating for a particular technical approach. Some team members are receptive and open-minded, willing to consider data and logical reasoning. In those cases, I focus on providing clear, well-supported arguments and data to demonstrate why my approach is beneficial.

Then there are those who are more skeptical and require thorough explanations and evidence before they’re convinced. In these situations, I ensure I present detailed data and well-reasoned arguments, and I’m always open to constructive discussions to reach a consensus.

However, there are some individuals who remain resistant no matter how much data or reasoning is provided. In those cases, I prioritize maintaining team harmony and focus on productive collaboration. If I sense that raising the issue with the manager could cause friction, I’ll carefully consider the best approach and sometimes choose to let it be, rather than escalate it unnecessarily.

In essence, my goal is to foster open communication, adapt my approach to different personalities, and always keep the team’s best interest in mind.

why dev rev

"I’m genuinely excited about the DevRel role because it focuses on connecting developers, customers, and products on a unified platform. In my current experience, there’s often a gap in communication when customers report issues, leading to delays and misalignment. DevRel’s approach of bridging that gap and fostering direct communication is something I truly value."

"Additionally, I’ve been inspired by the founders of DevRel, who have a remarkable track record of building successful companies from the ground up. Their focus on cultural values like hunger, humility, honesty, and heart resonates with my own values."

"That’s why I’m eager to join DevRel — it aligns perfectly with my goals and the kind of impact I want to make."

why y

# DevRev Behavioral Interview - Final Preparation Guide

## Good luck! You've got this! 🚀

---

## SECTION 1: UNDERSTANDING DevRev DEEPLY

### 1.1 The Developer-CRM (DevCRM) Concept

**What It Is:**
DevCRM is NOT a traditional sales/marketing CRM. It's a **developer-centric unified platform** that connects developers directly with customers and revenue.

**How It Works:**
- Brings together product development, customer support, and business data on **ONE shared system**
- Developers see customer tickets, feature requests, and business impact in real-time
- Support teams, product managers, and engineers collaborate seamlessly
- **One source of truth** — no more context-switching between Jira, Slack, Zendesk, and 10 other tools

**Why It Matters:**
Traditional workflow = Developers build features → Support gets tickets → Months pass before developers learn impact

DevRev workflow = Customer issue comes in → Support creates ticket → Developer sees it immediately with context (session replay, errors, user behavior) → Can be fixed same day

**Key Insight for Interview:**
"DevCRM breaks down silos and makes developers *customer-conscious entrepreneurs* who can see how their code impacts real revenue and users. This is revolutionary."

### 1.2 The Mission: "Dev Rev" — Connecting Developers to Customers

**DevRev's Core Mission:**
"Build the earth's most customer-centric companies" by connecting makers (Developers) to their customers (Revenue).

**Philosophy: "Less Equals Better"**
- Essentialism: Fewer tools, more focus
- Streamlined workflows instead of bloated platforms
- Remove friction from how teams work together

**The Problem They Solve:**
Today, every company is a software company, yet developers are isolated from customers and business metrics. DevRev breaks down these barriers.

**The Vision:**
Make developers "conscious entrepreneurs" who understand how their work connects to revenue, end users, and market impact. Empower them to make business-conscious product decisions.

---

## SECTION 2: THE 4 H'S AND 4 A'S (CRITICAL FOR YOUR INTERVIEW)

DevRev evaluates EVERYONE against these values. These are non-negotiable.

### 4 H's — Core Character (Cannot be taught, must be innate)

| Value | Definition | What It Means | Red Flags |
|-------|-----------|---------------|-----------|
| **Hungry** | Drive to learn, improve, and deliver impact | You proactively seek challenges, take initiative, and push yourself to grow. You want to make a dent in the universe | Lazy, content with status quo, waits to be told what to do |
| **Humble** | Openness to feedback, collaborative, ego-free | You listen more than you talk. You admit mistakes. You give credit to teammates. You learn from everyone | Defensive, blames others, takes all credit, dismissive of ideas |
| **Honest** | Transparent, integrity-driven, direct communication | You say hard truths even when uncomfortable. You don't hide problems. You admit when you don't know | Sugar-coats feedback, avoids accountability, exaggerates abilities |
| **Heart** | Empathy, genuine care for people and impact | You care about your teammates' growth. You think about customer needs, not just features. You celebrate others' wins | Selfish, dismissive of others' feelings, only cares about personal gain |

### 4 A's — Professional Excellence (Can be developed on the job)

| Value | Definition | What It Means | How to Demonstrate |
|-------|-----------|---------------|-------------------|
| **Authenticity** | Being genuine, true to yourself, no script | You don't pretend to know things you don't. Your actions match your words. You speak your mind respectfully | Share genuine stories, admit when you don't know, be real |
| **Antifragility** | Thriving under pressure and uncertainty | You don't just survive failure—you learn and grow stronger from it. You embrace challenges. You find opportunities in chaos | Talk about failures and what you learned. Show adaptability |
| **Ambition** | Desire to achieve big, transformative things | You have big goals. You want to work on impactful problems. You're not satisfied with incremental progress | Discuss career vision, big projects you want to build, impact goals |
| **Attention to Detail** | Precision, quality, thorough follow-through | You catch bugs before they reach production. You document well. You think about edge cases | Describe quality reviews, catching issues, systematic approach |

**Manoj Agarwal's Key Insight:**
"Culture isn't just spoken—it's lived. Founders must walk the talk. The 4 H's cannot be taught, so hiring for them is non-negotiable. If someone lacks honesty or heart, don't hire them, even if they're talented technically."

---

## SECTION 3: DEVREV'S FOUNDERS AND TRACK RECORD

### Dheeraj Pandey — CEO & Co-Founder

**Background:**
- IIT Kanpur alumnus (Bachelor's in Computer Science)
- University of Texas, Austin (Master's in Computer Science)
- Started with just $900 in his pocket when he came to the US

**Career Trajectory:**
- **Trilogy Software** (2000) — Early startup, learned enterprise software
- **Oracle** — VP of Engineering, storage expertise
- **Aster Data** (Teradata) — Director & VP of Engineering
- **Nutanix** (2009) — **Co-founded and grew it to a $17 billion market cap company**
  - IPO in September 2016 (largest tech IPO of 2016)
  - $2.15 billion annual revenue
  - Raised $315M in venture capital
  - **Created over 1,000 millionaires**

**Why This Matters for You:**
Dheeraj has **built a category-defining product from scratch twice** (Nutanix → DevRev). He knows how to navigate massive scaling, goes through business model changes, and executes on the "why" before the "what."

**Key Quote:**
"Today, every company is a software company, yet we isolate developers from customers and revenue. Our mission is to break down these barriers and empower developers to create customer-conscious products and businesses."

### Manoj Agarwal — Co-Founder & President

**Background:**
- Met Dheeraj at IIT Kanpur
- Joined Nutanix in 2013 as a key transformation partner
- **Senior Vice President of Engineering at Nutanix** — led all major platform transformations

**Why This Matters:**
Manoj was the person Dheeraj leaned on for transforming Nutanix through multiple business model changes (single appliance → software company → subscription → cloud). He understands **scaling teams and culture at enterprise level**.

**His Culture Philosophy:**
- "Culture eats everything for breakfast"
- Founders must walk the talk on values
- Build feedback loops where customer data drives fast decisions
- Empower every employee with data and autonomy

### Why Their Track Record Matters for the Interview

**This is what they've proven:**
✅ Can build category-defining products (HCI at Nutanix, DevCRM at DevRev)
✅ Can scale from 0 to $17B market cap
✅ Can navigate massive business model transformations
✅ Built a culture that created 1,000+ millionaires
✅ Now applying those lessons to DevRev (already unicorn, $150M+ raised)

**What You Should Say:**
"DevRev's founders have an exceptional track record. Dheeraj built Nutanix from scratch to a $17B company and created category-defining innovation. Now they're applying those lessons to developer-centric problems. The fact that they've been through scaling challenges, business model pivots, and culture building at enterprise scale gives me confidence that this is a place where I can learn and grow significantly."

---

## SECTION 4: DEVREV'S CULTURE & VALUES IN ACTION

### How DevRev Codifies Culture

**The 4 H's are non-negotiable in hiring:**
- Manoj explicitly says: "If a candidate lacks any of the company's values, do not hire them, even if technically excellent."
- Honesty is either a trait someone has or doesn't — you can't teach it
- Culture > Skills (though you need both)

**The 4 A's are developed on the job:**
- DevRev provides learning modules, mentorship, and growth opportunities
- Antifragility = celebrating failures and learning from them
- Ambition = working on big, customer-centric problems

### Real-World Culture Examples

**1. Purpose-Driven Decision Making:**
At Nutanix, the data center team couldn't take Christmas break due to maintenance windows. Leadership said "no" to accepting that. They rebuilt the IT stack so maintenance could happen during business hours. → Everyone got their Christmas break.

**At DevRev:** The purpose is "give time back to employees to work on things that matter." They provide transparent data so employees can make fast decisions about what work matters.

**2. Transparent Data = Autonomy:**
- Data is shared across the company
- Employees see customer metrics, revenue impact, roadmap priorities
- They can make informed decisions about which projects to prioritize
- This is the opposite of "ask your manager what to do"

**3. Developers Work on Real Customer Problems:**
DevRev customers like **Bajaj Finserv** and **Uniphore** (voice AI company, unicorn) use DevRev to:
- Directly link customer support tickets to developer work
- Replay user sessions to understand issues without asking for screenshots
- Fix problems the same day they're reported
- Developers see KYC completion time drop from 20+ seconds to 7 seconds when they fix a UX bug

**4. Community & Open Source:**
- DevRev partners with universities for continuous learning
- Open to community contributions and feedback
- Bazaar model (inspired by open-source) where users can be co-developers

---

## SECTION 5: REAL CUSTOMER CASE STUDIES (Talk About These!)

### Case Study 1: Bajaj Finserv (Financial Services, India)

**Problem:**
- Non-tech-savvy users couldn't explain app issues
- Support and dev teams were siloed
- Couldn't identify why conversion was dropping

**DevRev Solution:**
- Session replay captured real user interactions without asking for screenshots
- Support saw exactly what went wrong (JavaScript errors, unresponsiveness, slow loading)
- Data showed KYC completion time was stuck at 20+ seconds due to confusing date picker
- Developers could replay the exact user behavior

**Results:**
- ✅ 95% of requests processed in < 0.1 seconds
- ✅ 4.5 million user sessions per day managed smoothly
- ✅ KYC completion time reduced from 20+ seconds → 7 seconds
- ✅ One small design flaw was caught and fixed that traditional tools would have missed
- ✅ Unified feedback mechanism so support/dev/product all saw the same data

**Why This Matters for Interview:**
"This shows how DevRev makes developers customer-conscious. Instead of waiting months for a bug report, developers see real user sessions and can reproduce issues instantly. It's the embodiment of their mission."

### Case Study 2: Uniphore (Voice AI, Unicorn)

**Problem:**
- Previous support tool had outdated workflows, no collaboration between support and engineering
- Didn't align with Uniphore's AI-native culture
- Support and product teams were transactional, not collaborative

**DevRev Solution:**
- Single source of truth for all customer updates
- Bidirectional sync with Jira so support could create tickets directly in DevRev
- Instant alerts from monitoring tools fed into DevRev as tickets
- "Steel thread" from customer requirement → code → deployment → real-world feedback

**Results:**
- ✅ Migration completed in just 6 hours (16,000 tickets, 72,000 comments, 17,000 attachments)
- ✅ Support, engineering, and product teams collaborated seamlessly
- ✅ Support team could see how customer requirements become code, deployed, and perform in real world
- ✅ "Holy grail": Seamless 2-way flow of information without loss of context

**Quote from Uniphore's Director of Technical Support:**
"When I was first introduced to DevRev, they didn't just do a product demo. They delved deep into how our company works from support to backlog. That's when I knew this was different."

**Why This Matters for Interview:**
"DevRev doesn't just sell a tool—they understand how businesses actually work. They partner with companies to solve real problems. This is why customers like Uniphore (a unicorn) trust them."

---

## SECTION 6: WHY DEVREV? (3 REASONS FOR YOUR INTERVIEW)

### Reason #1: Solving a Real Problem That Excites Me

**What to Say:**
"Every engineer faces the same problem—we build features in isolation and rarely see real customer impact. DevRev solves this by making developers *business-conscious* and *customer-centric*. 

For someone like me who's been a full-stack developer seeing production issues, I'm excited about a platform that brings developers and customers into the same conversation. It's not just a better tool; it's a fundamentally better way for engineering teams to work.

When I see case studies like Bajaj Finserv going from 20+ seconds to 7 seconds in KYC completion because a developer saw the exact user behavior, that's the impact I want to create."

### Reason #2: Founders' Track Record & Vision

**What to Say:**
"Dheeraj Pandey and Manoj Agarwal have built Nutanix from scratch to a $17B market cap company. They've navigated massive scaling challenges, business model pivots, and created a culture that made 1,000+ people successful.

Now they're applying those lessons to DevRev, which is already a unicorn. I want to learn from founders who've been through real scaling challenges and know how to build culture intentionally.

The fact that they're so deliberate about values (4 H's and 4 A's) and that Manoj publicly says 'if someone lacks honesty or heart, don't hire them, even if talented' tells me this is a place where culture isn't just marketing—it's how they operate."

### Reason #3: Startup Culture + Mission-Driven Work

**What to Say:**
"I'm at a stage in my career where I want to work on something that matters. DevRev is doing three things that excite me:

1. **Category-defining innovation** — They're creating a new category (DevCRM) that didn't exist before
2. **Mission-driven** — Their mission ('help build the earth's most customer-centric companies') is something I can genuinely believe in
3. **Startup energy + expertise** — I get to work on high-impact problems with founders who've already been through the journey and know what it takes to scale

I want to work somewhere I can grow, contribute meaningfully, and see the impact of my work directly."

---

## SECTION 7: THOUGHTFUL QUESTIONS TO ASK THE INTERVIEWER

Ask these to show genuine curiosity and culture fit:

### Question 1: About AI/LLM Work

**Ask:**
"I see DevRev is building AI-native features like session replay, issue deduplication, and autonomous agents. Given the complexity of fine-tuning models on proprietary customer data, what's been the biggest technical challenge your AI team faced, and how did you solve it?"

**Why This Works:**
- Shows you've researched their technical stack (they use MongoDB, LangChain, OpenAI)
- Demonstrates technical depth (you understand fine-tuning challenges)
- Opens a discussion about real engineering problems
- Shows genuine curiosity, not just "what's the salary?"

### Question 2: About Team Dynamics & Growth

**Ask:**
"You mentioned the company grew 117% in 12 months. How has the team culture (the 4 H's and 4 A's) scaled with that rapid growth? What's been your biggest challenge in maintaining that culture intentionality?"

**Why This Works:**
- Shows you've researched the company's growth rate
- References their values directly
- Asks a thoughtful question about real scaling challenges
- Demonstrates interest in company culture, not just personal growth

### Question 3: About the Company's Direction

**Ask:**
"DevRev has expanded from just support tools to product management and now introducing Computer (the AI teammate). How are you thinking about the next evolution of the platform, especially for developers who are already juggling multiple tools? What's the vision for the next 2-3 years?"

**Why This Works:**
- Shows you've researched recent product launches
- References their mission (connecting makers to customers)
- Asks a strategic question that shows you think big
- Opens discussion about where the company is headed

---

## SECTION 8: QUICK REFERENCE BULLETS FOR TODAY

### About DevRev (Be Specific, Not Generic)
✅ **NOT:** "DevRev is a great company with innovative products"
✅ **YES:** "DevRev created DevCRM, which unifies support, product, and development on one platform. Customers like Bajaj Finserv used it to reduce KYC completion time from 20+ to 7 seconds by connecting developers directly to session replay data."

### About Founders
✅ Know that Dheeraj built Nutanix (co-founder, IPO 2016, $17B market cap)
✅ Know that Manoj was SVP of Engineering at Nutanix and led transformations
✅ Know they created 1,000+ millionaires at Nutanix
✅ Know they met at IIT Kanpur and have been working together for 15+ years

### About Culture
✅ 4 H's: Hungry, Humble, Honest, Heart (non-negotiable, can't be taught)
✅ 4 A's: Authenticity, Antifragility, Ambition, Attention to Detail (developed on job)
✅ "Culture isn't just spoken—it's lived" (Manoj Agarwal quote)
✅ 650+ employees across 8 global offices
✅ $150M+ raised, unicorn status

### About Mission
✅ "Help build the earth's most customer-centric companies"
✅ Connect Developers (Dev) to Customers (Rev)
✅ Philosophy: "Less equals better" — eliminate silos and tool bloat
✅ Make developers "conscious entrepreneurs" who see business impact

---

## SECTION 9: FINAL PREPARATION CHECKLIST

**Before you walk in, verify:**

- [ ] You can articulate what DevCRM means (not just "CRM platform")
- [ ] You can explain one DevRev customer case study with specific numbers
- [ ] You know Dheeraj's and Manoj's backgrounds
- [ ] You can reference the 4 H's and 4 A's naturally
- [ ] You have 3 "Why DevRev" reasons that are personal to you
- [ ] You have 3 thoughtful questions ready
- [ ] You have 3-5 STAR stories that demonstrate the 4 H's and 4 A's

**During the Interview:**
- Be authentic—they value honesty over polish
- Cite specific examples with data when possible
- Ask your questions (don't just answer theirs)
- Show genuine curiosity about the company
- Remember: they're hiring for character first, skills second

---

## FINAL THOUGHT

DevRev's founders have built two unicorns and intentionally built a culture where values aren't just marketing—they're how people get hired, promoted, and work together. They're looking for people who genuinely embody the 4 H's.

Be yourself. Be honest. Show that you're hungry to learn, humble enough to grow, honest about your abilities, and have heart for the mission.

**You've got this. Go show them why you belong at DevRev! 🚀**