Real, anonymous reports from people who interviewed for Software Engineer at AlphaSense, newest first and distilled into what to expect across the loop.
I went through a fairly long, multi-round loop that started with a recruiter call where the process and logistics were explained, and then moved quickly into team conversations. After that, I had a hiring manager chat followed by a longer architecture session, a coding round, and then additional conversations with product and the CEO. The scheduling felt smooth and the communication was clear, and I actually enjoyed the early rounds since they gave me a good feel for how the team worked.
My process felt straightforward from the start: I had a recruiter call to discuss the role and my background, then a hiring manager interview that focused on my resume and projects. We spent time on what interested me about the company and the kinds of challenges I’d handled before.
The interview process typically begins with a recruiter call, followed by a technical interview with the hiring manager, and then multiple technical rounds including coding and system design. Candidates noted that the scheduling was generally smooth, but some experienced delays and communication issues.
Candidates faced a mix of coding assessments and system design interviews, often including DSA questions and architecture discussions. The technical rounds varied in depth and focus, with some candidates feeling the evaluations were not aligned with their skills or the expectations set by interviewers.
Communication throughout the interview process was a common pain point, with many candidates reporting delays in responses and a lack of constructive feedback after interviews. Some felt ghosted after completing rounds, leading to frustration and disappointment.
Interviews were often short, typically around 30 minutes, which some candidates felt limited their ability to showcase their skills and connect with interviewers. Others noted that longer sessions allowed for deeper discussions but could also lead to time mismanagement.
Candidates reported that discussions around cultural fit and values were part of the interview process, particularly in later rounds. Interviewers focused on personality traits and communication skills, which some candidates found to be a significant aspect of their evaluation.
Some candidates completed take-home assignments that tested their technical skills, but feedback on these assignments was often vague or lacking. This left candidates feeling uncertain about their performance and the expectations of the role.
