Real, anonymous reports from people who interviewed for Software Engineer at Criteo, newest first and distilled into what to expect across the loop.
My process had a very specific kind of difficulty: a timed technical assessment that felt tightly controlled and punishingly strict. The test came with a total of 16 questions across 55 minutes, and only a handful of them required writing code. Copying was disabled, and it wasn’t allowed to use external IDEs—everything had to be done within their constraints.
After application screening, I started with a recruiter-style video interview to talk through my background and align on the next steps. Not long after, I had technical interviews that leaned into coding practice, with one of the early rounds structured around medium-style LeetCode problems where the discussion went deeper than just solving once—I had to explain my reasoning and then consider improvements.
The interview process typically follows a structured sequence starting with a recruiter call, followed by technical assessments that include coding and system design interviews, and concluding with behavioral evaluations. Candidates noted a mix of remote and onsite formats, with clear expectations set at each stage.
Candidates experienced a variety of coding challenges, often modeled after LeetCode problems, focusing on algorithms, optimization, and debugging. The technical interviews required candidates to explain their thought processes and consider improvements beyond just arriving at a solution.
The process included system design discussions that assessed candidates' architectural reasoning and ability to tackle complex design problems. These interviews often required candidates to articulate their design decisions and trade-offs clearly.
Behavioral interviews were conducted to evaluate candidates' past experiences and alignment with company values, often using structured formats like STAR. These rounds aimed to gauge how candidates would fit within the team and company culture.
Several candidates reported logistical challenges, including delays in receiving materials, last-minute changes to interview formats, and inconsistent communication from the company. These issues contributed to a sense of frustration and uncertainty throughout the process.
The difficulty level of the interviews varied, with some candidates finding the process challenging but fair, while others felt overwhelmed by shifting requirements and unclear expectations. The tone of the interviews also played a significant role in candidates' experiences, with supportive environments leading to better performance.