Real, anonymous reports from people who interviewed for Data Scientist at DoorDash, newest first and distilled into what to expect across the loop.
My process began with an HR-style call where they talked through the role, compensation/benefits, and how the overall hiring flow worked. After that, I had a technical screen that moved fast. The first part was a SQL round using a Hackerrank-style format with four medium questions—there was barely enough time for the last one, and I got the sense they didn’t actually expect it to be fully solved.
I went through an interview loop that felt almost entirely focused on training their interviewers. There wasn’t a separate recruiter screening call; the process started right away with a SQL round followed by a case study. The recruiter’s involvement felt minimal—more like a brief intro—while the real work was the two technical sessions.
The interview process typically begins with a recruiter screen, followed by a technical segment that includes SQL and case study rounds, often culminating in an onsite with multiple case studies and a behavioral interview. The overall timeline is generally fast-paced, with some candidates receiving quick feedback after interviews.
Candidates can expect a significant focus on SQL, often involving multiple questions that assess practical skills such as joins, window functions, and common table expressions, typically in a timed format. The difficulty varies, but many found it to be manageable yet still challenging under pressure.
The case study rounds are designed to evaluate problem-solving skills in a business context, often featuring ambiguous prompts that require candidates to articulate their reasoning and approach. The emphasis is on both the clarity of thought and the ability to connect solutions to real-world scenarios.
Behavioral interviews are typically conversational and focus on assessing cultural fit and communication skills rather than strict right or wrong answers. Candidates should prepare to discuss their experiences and how they approach teamwork and conflict resolution.
Overall, candidates reported a range of difficulty from easy to hard, with some feeling that the evaluation process was inconsistent or more focused on internal training rather than genuine assessment. Many left feeling that their performance did not align with the final decision.
Candidates expressed a desire for clearer expectations regarding preparation, particularly for the SQL and case study components, as well as insights into the company culture. Many felt that better preparation could have improved their performance in ambiguous scenarios.