Real, anonymous reports from people who interviewed for Software Engineer at athenahealth, newest first and distilled into what to expect across the loop.
After a recruiter call, I ended up doing a short phone screen focused on my resume and work history, then some behavioral-style prompts and general company fit questions. A little later, the technical stage was a coding interview on HackerRank with a live webcam setup. The problem felt pretty standard—somewhere between easy and medium—but I didn’t land it well enough to move forward.
An on-campus recruiter reached out and we spoke briefly, then I moved into two rounds. The first was a HackerRank technical interview that lasted about 45 minutes, and the second was a shorter behavioral round of about 30 minutes. The timing felt organized and the technical portion was clearly the main checkpoint.
The interview process typically begins with a recruiter call focused on background and fit, followed by a structured transition into technical assessments. This stage is generally friendly and informative, setting the tone for the subsequent interviews.
Candidates face a technical coding round primarily using HackerRank, often involving data structures and algorithms (DSA) questions. The problems range from easy to medium difficulty, with a strong emphasis on explaining thought processes while coding.
Following technical rounds, candidates participate in behavioral interviews that assess communication skills and cultural fit, often focusing on past experiences and project discussions. These rounds are typically conversational and less technical.
Onsite interviews can be intensive, often structured as multiple back-to-back sessions including both technical and behavioral components. Candidates report that the flow is designed to evaluate consistency in problem-solving and communication skills.
Throughout the interview process, there is a consistent emphasis on fundamental programming concepts and problem-solving skills, with interviewers often seeking specific solutions rather than alternative approaches. This can create a high-pressure environment for candidates.
Candidates express concerns about communication clarity and feedback throughout the process, noting delays in scheduling and vague rejection messages. This can lead to frustration and uncertainty about the evaluation criteria.