Initial Screening Process
Candidates typically start with a lightweight screening step that includes a survey or form to gauge interest and alignment with the company, followed by a recruiter call to set expectations.

Real, anonymous reports from people who interviewed for Software Engineer at Credit Karma, newest first and distilled into what to expect across the loop.
I started with a lightweight screening step where I filled out a form or survey. I answered questions about why I wanted Credit Karma, what my most relevant technical project was, and how my values aligned with the company. After that, I went into a couple of interview rounds that were mostly about code fundamentals and how I think through problems.
My interviews felt pretty low-pressure overall. After an initial recruiter-style touchpoint, I had a technical session that started with the interviewer walking through the problem and then asking me to write code. Once I completed the core requirements, they asked follow-up questions that were also straightforward—more about confirming my understanding and correctness than introducing brand-new complexity.
Candidates typically start with a lightweight screening step that includes a survey or form to gauge interest and alignment with the company, followed by a recruiter call to set expectations.
The technical interviews focus on coding fundamentals and problem-solving, often using a shared online editor for live coding sessions where candidates are expected to communicate their thought process clearly.
Behavioral interviews are generally casual and focus on past experiences, collaboration, and how candidates handle challenges, often tying back to the candidate's resume and motivations.
The interview process can vary in structure, with some candidates experiencing a well-organized sequence of interviews while others report inconsistencies in pacing and interviewer preparedness, leading to confusion.
Candidates often report delays and lack of clarity in follow-up communication after interviews, which can lead to frustration and uncertainty about their status in the hiring process.
The overall difficulty of the interviews is perceived as average, with candidates emphasizing the importance of clear communication and reasoning over memorized solutions or specific tricks.