Real, anonymous reports from people who interviewed for Software Engineer at Appian, newest first and distilled into what to expect across the loop.
My interview journey started with two telephonic screens and then a first DSA round built around an array problem. The second round shifted into low-level design where I was asked to think through a food delivery system, and that part went well. Toward the end of that same round, the interviewer changed gears again and asked me to solve a graph problem counting islands, and I explained my approach as I went. The part that threw me off was being asked to code in an online IDE within about 5 to 10 minutes. It felt rough compared to how the rest of the evaluation was framed. I also remember the interviewer saying that I should aim to solve around a thousand LeetCode problems and do mock tests, which made the round feel like it was missing the agenda of what was being evaluated. I didn’t get an offer, and overall it left me feeling like the process became more about speed and rote output than the design and reasoning I’d shown earlier.
The process for me centered on an online assessment with three coding problems to finish in 1 hour 30 minutes. The submission time mattered because the evaluation considered timestamps, so finishing faster gave an advantage. The questions were the kind of classic LeetCode-style prompts: inserting an interval, finding the first and last position of an element in a sorted array, and then a missing-and-repeating number problem. There was also an AI-based plagiarism check mentioned, which added a little extra pressure even though the tasks themselves felt fairly standard.
The interview process typically spans 30 to 45 days, starting with an HR screening followed by multiple technical rounds, often culminating in a final discussion with a senior executive. Candidates noted a mix of virtual and in-person formats, with some experiencing delays and lack of communication throughout the process.
Candidates can expect a strong emphasis on data structures and algorithms (DSA) during technical interviews, often including LeetCode-style coding problems. Some reports highlighted a mix of coding challenges, SQL queries, and implementation-style questions that assess practical problem-solving skills.
Behavioral interviews are a consistent part of the process, focusing on past experiences, teamwork, and alignment with company values. Candidates are encouraged to use the STAR method to articulate their responses effectively.
Many candidates begin with an online assessment that includes multiple coding problems, often with time constraints and plagiarism checks. The assessments vary in format, sometimes incorporating multiple-choice questions alongside coding tasks.
Several candidates reported issues with communication, including lack of feedback after interviews and unresponsive recruiters. This aspect contributed to a negative impression of the overall candidate experience.
The difficulty level of interviews is generally described as moderate, with candidates feeling pressure to perform well under time constraints. Some candidates expressed that the process felt more focused on speed rather than depth of understanding.