Real, anonymous reports from people who interviewed for Software Engineer at & General Intuition, newest first and distilled into what to expect across the loop.
I started with an HR call, and about a week later I moved into a coding interview that lasted around 45 minutes online. It felt like the “core” screening step: solve the problem live and communicate my thinking as I went. After that, I was invited to the Sunnyvale office for an onsite loop.
I felt like my process had some uneven organization from the beginning, with people communicating in ways that made the collaboration vibe vary depending on the round. The part that stuck out to me most was a hiring-manager style conversation that, instead of being purely about fit or leadership, turned into asking interviewees to explain their career choices while judging them. That combination didn’t land well for me.
The interview process typically begins with a recruiter call that focuses on background, fit, and logistics, often followed by a technical screen that can include coding tasks or problem-solving exercises. Candidates should be prepared for a conversational tone and to discuss their motivations and experiences.
Candidates can expect a technical screen that often involves coding challenges similar to LeetCode problems, typically in a live environment. The difficulty varies but generally ranges from medium to hard, emphasizing the need for quick problem-solving and clean code under time constraints.
The onsite interview usually consists of multiple back-to-back technical rounds, including coding, system design, and behavioral discussions. The format is often rigorous, requiring candidates to switch between different types of tasks while maintaining a high level of performance.
Interviews assess not only coding ability but also how candidates approach problem-solving, collaborate with others, and communicate their thought processes. Candidates should be ready to discuss trade-offs and explain their reasoning during technical discussions.
Behavioral interviews often focus on cultural fit and personal motivations, with questions that delve into career choices and personal values. Candidates should prepare to discuss their past experiences and how they align with the company's culture.
Candidates report mixed experiences regarding feedback and communication throughout the process, with some feeling the evaluation was opaque or poorly organized. It's common for candidates to receive quick rejections without detailed feedback, emphasizing the importance of clear communication.