Real, anonymous reports from people who interviewed for Software Engineer at Costar, newest first and distilled into what to expect across the loop.
After a recruiter screen, I went straight into a longer superday style day with three to four back-to-back interviews. The overall rhythm felt structured but not overly intimidating: I got a mix of behavioral questions and technical questions, and the technical part was clearly tied to what I had on my resume and what I’d actually worked on in past projects.
My interview journey started with behavioral-focused screening, but it quickly turned into a day where my confidence depended on whether the interviewers were actually engaged. After phone and video behavioral steps, I reached an in-person power day where they went over my resume in depth and grilled me on experiences I’d listed.
The interview process typically begins with a recruiter screen, followed by a series of technical and behavioral interviews, often culminating in a power day of back-to-back interviews. Candidates noted a mix of formats, including in-person and video interviews, with some experiencing delays and communication issues throughout the timeline.
Candidates faced a variety of technical assessments, including algorithm questions, data structures, and specific technologies like CSS, JavaScript, and SQL. The technical rounds varied in complexity and focus, with some candidates feeling the evaluations were narrow or overly simplistic.
Behavioral interviews were a significant component, focusing on teamwork, conflict resolution, and personal strengths and weaknesses. Candidates were often asked to provide anecdotes and demonstrate their thought processes rather than just their final answers.
The overall candidate experience varied, with some reporting a friendly and professional atmosphere, while others encountered disengaged interviewers or felt the process lacked respect. The emotional tone of the interviews significantly impacted candidates' perceptions of the company.
Communication throughout the process was inconsistent, with some candidates experiencing delays and a lack of updates, which contributed to feelings of uncertainty. Clear and timely communication was noted as a positive aspect when it occurred.
For those who received offers, the onboarding process could be problematic, with issues related to background checks and document accuracy. Candidates noted that the post-interview experience significantly influenced their final impressions of the company.