A recruiter saw my resume on the Grace Hopper db and reached out. I had 3 rounds of pair programming interviews, each lasting approximately 1 hour. Each round started off with an easy question, which the interviewer then built upon, upping the difficulty with each addition. For the most part, the interviewers were helpful and gave good hints, which I really appreciated. However, the HR department could use some work. My recruiter was aware of my deadlines, and took so long to get back to me after each round that when the whole process was over, some of my deadlines had already passed. During this time, I tried to reach out and got no response from my recruiter. After the final round, I was notified by a generic email that I would not be receiving an offer. I emailed my recruiter asking for feedback and once again didn't get a response. I understand recruiters are busy, but I felt like the process was overall impersonal.

My application was for Square. From application to offer took about 2.5 months so it is a fairly long process: 1. Code Signal assessment while applying for the job. They provide a link in the application and ask you to take it as part of your application. 2. Code Signal assessment from a recruiter. I was contacted by a recruiter to complete a Code Signal assessment again so that they could finish reviewing my application. I assume this means they didn't get the results of the first one? 3. 1 hour technical with a recruiter 4. 1 hour technical with a recruiter (a week later) 5. Virtual Onsite (another week later): a. 1 hour technical. This one was less like pair programming. It was similar to a LC Medium problem. b. 1 hour technical. Multiple parts revolve around designing/implementing a class. Each step adds complexity and is more difficult than the last. Got halfway through part 4. c. 1 hour for lunch (no interview) d. 45min Q&A past technical experience. Spend pretty much the whole time going in-depth on a project you've done. Choose one that you played a big role in. Ideally, one where you had some level of leadership and one where you can clearly express your impact. They will ask some technical stuff about the project and also about soft skills like how you approached solving problems or how you handled some conflict. They liked that I was able to give them a live demo of the project and said that most people aren't able to so I think it's good to have this prepared. e. 30min interview with the hiring manager. Talk about the role and about you. A good chance to sell yourself to the hiring manager and show why you're the best fit. Low stress and much more casual. f. 15min wrap-up chat with your recruiter. They give you more info, ask how you think you did, and mine told me how I was doing so far based on feedback from previous phone screens and interviews from earlier that day. Overall most technicals were not focused on LC style questions. I had a couple that were about implementing classes, so make sure you brush up on good class design. One of my phone screens was a pretty simple problem with multiple parts. Only one of my onsite technicals was like a LC medium. I can't reveal the problems I had because of the NDA they have you sign but both of my onsite questions happened to be related to matrices. 6 days after the onsite (was over the weekend so only 4 business days) the recruiter called me and said he got approval to make me an offer, but the hiring manager I interviewed with decided to go with a higher-level engineer instead (I'm guessing L4). We scheduled a meeting with a different hiring manager for the following morning. After interviewing with that hiring manager, I got a call from my recruiter that afternoon which is when I received my verbal offer. He went to get final approval and later that night I received the actual offer letter.