Real, anonymous reports from people who interviewed for Software Engineer at Art of Problem Solving, newest first and distilled into what to expect across the loop.
After a recruiter screening, I jumped straight into a marathon coding interview that ran about three hours back to back. I felt decent at the start and got through the first task in a way that matched what I expected. The last two problems were more like medium LeetCode-style questions, but by the time I got there, the fatigue really caught up with me.
I went through what felt like a lot of rounds, though not totally unreasonable. After the initial steps, they had me log in and play a kids’ style online puzzle game as part of the process. It was memorable, but it also threw me off.
The interview process typically involves multiple rounds, often extending to seven interviews, including technical and managerial discussions. Candidates noted that the lengthy format can lead to fatigue and a feeling of being overwhelmed.
Candidates faced a variety of coding challenges, primarily focused on JavaScript, with some live coding sessions that emphasized problem-solving under pressure. The format often felt like a performance evaluation rather than a fair assessment of skills.
The interview process often emphasized pedagogical judgment and cultural fit over deep technical evaluation, leading some candidates to feel their technical abilities were not adequately assessed. This included unique elements like puzzle games and teaching demonstrations.
Candidates reported that the high-pressure environment, especially during live coding sessions, was challenging and not conducive to showcasing their true abilities. Many felt that the format prioritized immediate performance over practical skills.
The process often begins with a recruiter screening followed by initial fit conversations, which may include discussions about background and culture. However, some candidates felt these conversations did not adequately address their technical skills or experiences.
Overall candidate experiences varied, with some feeling disillusioned by the process due to a lack of constructive feedback and a sense that their skills were not valued. Many left with a bitter impression, feeling the evaluation was more about pedigree than capability.