The interview process typically consists of an initial screening call to understand the candidate’s background and role fit, followed by one or more technical interviews that assess problem-solving, coding, and system design skills. This is usually complemented by a behavioral or culture-fit round, and finally a discussion with hiring managers or stakeholders before the final decision.

This hiring process is unnecessarily rigid and out of touch with how software engineering actually works. The technical assessment (via Codility) is timed, doesn’t allow access to resources, and doesn’t allow clarifying questions because it’s conducted entirely online with no human interaction. The problems also don’t reflect the work you’d do in the role, so it’s a poor measure of real-world engineering ability. On top of that, candidates are required to provide a government ID just to take the assessment, which feels excessive for an early-stage screen. All of this happens before you speak with anyone beyond the initial recruiter call. If you make it through, expect four additional technical interviews. Altogether, it’s a long, high-friction process with questionable signal. Unless you’re highly motivated to work here, there are plenty of companies with more practical and respectful hiring processes.