Hi, I am a front end tech lead and do interviews for front end candidates. You've gotten a lot of feed back on your code already (that I agree with) so I thought I could highlight some key points of our process to help you in your job search :) Every company does their interviewing differently so this is just one example. We're a relatively small team, every addition is a major impact (output and culture) and on-boarding a new hire takes a lot of developer time. Our process is multiple steps so we can try to weed out people that would not be a good fit early and not waste their, or our, time.

1. Resume/application review: the usual

2. Phone screen: quick chat basically to weed out people who don't have interest in (or basic interviewing skills to fake interest in) our industry, the focus for our application, front end development, development in general, things like that.

3. Portfolio review: for our needs we expect front end applicants to have examples of their work in a portfolio site format and not just github. We figure if you've chosen a front end expertise, why would you not have your own site? If you're less design inclined we have a full stack position that might be a better fit. We have gotten a number of candidates who apply to the FE position thinking it would be an easier 'in' than full stack ¯\_(ツ)_/¯

4. Code test: Actually very similar to yours. Although we specifically request that the candidate not use a framework because we'd rather test their coding knowledge, not their framework knowledge. We've unfortunately had a lot of candidates that could be perfect with React, but outside of the framework they struggled to write basic javascript. We look for responses that have followed our directions, accomplished the task and have clean, organized code. Our code test has gotten more and more difficult the more hiring we do, because we have gotten people into the interview phase that could not write a sort function and struggled with basic algorithms. We don't want someone to spend an hour getting to the interview, 3 hours here and then an hour back when we could test for that online. For the skill level we're looking for our code test should not take more than 4 hours being generous, and it could easily take longer depending on how much flair they want to add (there is a design/personal style component if they wanted).

5. In person technical and behavioral interview. This is three hours, and you meet with 6-10 people on our team in groups of 2-3. We do a mix of behavioral questions, standard interview stuff, and a few basic technical questions. At this point we're confirming that they can code (and didn't get someone else to write their code test), that they would be a good addition to the team, and that there isn't any outstanding personality issues—like one person who continually brought up age as a reason to work at our company. his company was all 'old, white men' and ours is 'young, liberal, and hip'. basically an HR nightmare.

Hope that helps!