Real, anonymous reports from people who interviewed for Software Engineer at DataVisor, newest first and distilled into what to expect across the loop.
After a recruiter-style outreach, I ended up doing a short sequence of interviews—three rounds total—with two technical conversations and one behavioral slot. The process felt fairly standard and mostly “easy to medium” in difficulty. Interviewing in Chinese was part of the setup only because I could speak it, so the whole flow stayed in that language for me.
My process started with multiple stages that built up to a longer HR loop, but the core was still two technical rounds plus a behavioral-style discussion with HR. I had a phone screen earlier in the chain, then moved into technical interviews where the questions included easy LeetCode material along with an AI-coding component. What surprised me was how much I still needed to communicate clearly—less “type and hope” and more explaining my thinking.
The interview process typically consists of multiple rounds, starting with a phone screen followed by two technical interviews and a behavioral discussion. Some candidates experienced additional rounds, including manager conversations and take-home assignments, leading to a longer overall timeline.
Candidates encountered a mix of LeetCode-style coding questions, often categorized as easy to medium difficulty, with a focus on algorithms and data structures. Some reports mentioned the inclusion of SQL-related concepts and project-style requirements during the final stages.
Effective communication during technical rounds was emphasized, with interviewers often encouraging candidates to explain their thought processes rather than simply providing answers. This collaborative approach was noted positively by some candidates.
Behavioral interviews focused on assessing cultural fit and alignment with the company's values, with questions often drawn from candidates' resumes and past experiences. The tone of these discussions was generally respectful and non-adversarial.
Candidates reported varied experiences with feedback and outcomes, with some feeling blindsided by abrupt rejections or lack of closure after interviews. The timeline for receiving decisions could also be lengthy, leading to frustration.
Interviews could be conducted in Chinese if the candidate was proficient, which added a layer of complexity for some. This aspect was noted as a factor that could influence the overall experience.