Real, anonymous reports from people who interviewed for Software Engineer at Affirm, newest first and distilled into what to expect across the loop.
After an initial recruiter call, I ended up in a pretty fintech-focused sequence. The recruiter screen ran about 30 minutes and covered my background, my interest in fintech/BNPL, and the usual logistics like compensation and location. Not long after, I had a deeper hiring-manager conversation where we dug into my past projects and the technical decisions I’d made, plus how I’d fit the specific team.
My process started with an OA that felt like a “finance-style” LeetCode prompt, more tailored than just generic algorithms. After that, I had a 30-minute recruiter screen that mostly clarified the role and logistics—compensation, what the work would actually look like, and whether I’d be a cultural fit. The recruiter call wasn’t overly deep, but it gave me the sense of what they were aiming for.
The process typically begins with a recruiter call that covers logistics, role expectations, and cultural fit, often lasting around 30 minutes. Candidates noted varying levels of responsiveness and clarity from recruiters, which significantly impacted their overall experience.
Candidates generally faced a technical coding interview, often using HackerRank, with questions that were typically LeetCode-style but sometimes tailored to finance-related scenarios. The difficulty varied, with some candidates finding the prompts straightforward while others struggled with the platform's limitations.
System design rounds were a significant part of the interview process, focusing on practical applications in fintech, such as ledger consistency and payment flows. Candidates expressed the need for preparation in this area, as it was a key factor in their evaluations.
Behavioral interviews often involved situational prompts and discussions about past experiences, with varying levels of engagement from interviewers. Candidates reported that the tone and structure of these interviews could greatly influence their perception of fairness and collaboration.
The overall length of the interview process varied, with some candidates experiencing delays and a lack of communication regarding their status. Many expressed disappointment over the absence of feedback after multiple rounds, which left them feeling uncertain about their performance.
The difficulty of the interviews was generally perceived as average, but candidates noted that specific rounds could feel more challenging depending on their preparation and the interviewer's style. Many left without offers, reflecting on how the process could feel unfair or opaque at times.