Real, anonymous reports from people who interviewed for Software Engineer at Condé Nast, newest first and distilled into what to expect across the loop.
My process started with an HR screening where I talked through my experience, skills, and what I expected from the role. After that, I went into a technical interview that focused on practical knowledge and my past work, and it felt like a check on how I’d actually applied what I know rather than just theory.
My first contact started as a recruiter call, then I was quickly pulled into a very technical call with the hiring manager and someone else. I got caught off guard by how technical it became right away—I wasn’t expecting a hard technical interview on that initial step. On top of that, Zoom was unstable on their side, and it made the interaction feel even more chaotic.
The interview process typically starts with an HR screening followed by one or more technical rounds, often culminating in an HR discussion about company policies and compensation. Candidates noted that while the structure was generally consistent, some experienced disorganization and miscommunication throughout the process.
Candidates faced a mix of coding challenges, often centered around JavaScript fundamentals and data structures, with some experiencing live coding sessions and take-home assignments. The technical depth varied, with some interviews focusing on practical application rather than abstract theory.
The interview process involved multiple interviewers from various levels, including technical leads and HR representatives, which contributed to a broad evaluation of candidates. Some candidates reported feeling overwhelmed by the number of people involved and the length of the process.
Several candidates expressed that the initial calls were more technical than anticipated, leading to feelings of being unprepared. Clearer communication about the nature of the interviews could help candidates align their preparation with the interview expectations.
Interviews included discussions about team fit and cultural alignment, with some focusing on how candidates approached their work and past experiences rather than deep technical questions. This aspect was often assessed in later stages of the interview process.
Candidates reported a range of difficulty levels in the interviews, with some finding the process challenging yet manageable, while others felt it was disorganized or unprofessional. The overall experience varied significantly based on the interviewer's approach and the clarity of the process.