Real, anonymous reports from people who interviewed for Software Engineer at Cboe, newest first and distilled into what to expect across the loop.
My process started with a recruiter conversation that felt pretty lightweight and mostly centered on my background. After that, a call lined up with a couple of technical people followed by an HR conversation. The early chats were a mix of resume walkthrough and behavioral questions—things like where I was trying to grow and what skills I had today—plus general questions about how I liked to work. The overall vibe was straightforward and not overly stressful.
My Cboe interview happened fast and felt pretty organized end to end. It started with a phone screen, then moved into a take-home assignment, and after that I went through several back-to-back video interviews. The timeline didn’t drag for long stretches, and there was usually a quick handoff between stages, with only modest delays when moving from one round to the next.
The interview process is generally quick and organized, moving efficiently through stages such as phone screens, take-home assignments, and back-to-back video interviews, with minimal delays between rounds. Candidates noted a clear structure that kept momentum throughout the process.
Candidates can expect a mix of technical interviews and take-home assignments that assess coding skills and problem-solving abilities, often focusing on practical applications relevant to the role. The technical questions are typically sharp and targeted, reflecting the technical depth required for the position.
Early conversations often include behavioral questions aimed at understanding the candidate's background, work style, and cultural fit within the team. These discussions are generally friendly and focus on gauging alignment with the company's values and expectations.
Candidates reported varying levels of engagement from interviewers, with some experiencing a lack of follow-through and communication after submitting assignments. This inconsistency can lead to frustration, particularly when feedback is not provided after technical assessments.
The overall difficulty of the interviews is perceived as average, with a focus on assessing both fit and technical fundamentals rather than creating a high-pressure environment. However, some candidates felt that team dynamics and politics influenced the final decisions more than their technical performance.
The take-home assignments are substantial and require significant effort, often involving real-world problems that reflect the role's responsibilities. Candidates should be prepared for high expectations and a potentially lengthy process to complete these tasks.
