Real, anonymous reports from people who interviewed for Software Engineer at DoorDash, newest first and distilled into what to expect across the loop.
I started with a recruiter phone call where we covered my background and projects, then they sent me an online assessment to complete. The OA was focused on LeetCode-style coding, and I remember it being medium to hard. After that, I had a technical screening with two more LeetCode questions—one of them was greedy, and another was the kind of caching problem often framed around an LRU cache. The rest of the discussion was tied directly to the role, so it didn’t feel purely algorithmic.
I had a process where the early steps were smooth, but the technical trajectory varied. A recruiter reached out on LinkedIn and the communication was quick and responsive, and the process felt almost partially automated at points. I remember getting through a recruiter call and then into live interviews where the coding problems and project discussions carried the weight.
The interview process typically begins with a recruiter call that covers background and logistics, followed by a technical screening. Candidates noted that the recruiter interactions were generally friendly and informative, setting a positive tone for the process.
Candidates complete an online assessment focused on LeetCode-style coding problems, often medium to hard in difficulty, followed by a technical screen that includes similar coding challenges. This stage is critical, as many candidates felt it was a significant gatekeeper for advancing in the process.
The onsite phase typically includes multiple back-to-back technical interviews covering coding, system design, and debugging, with an emphasis on practical, real-world applications. Candidates reported that the pace was demanding, requiring quick thinking and adaptability across different problem-solving styles.
Behavioral interviews and discussions about past projects are integrated into the process, focusing on communication, leadership, and how candidates approach problem-solving. Many candidates noted that articulating their thought process and experiences was as important as technical skills.
The overall tone of the interviews varied, with some candidates experiencing supportive and engaging interviewers, while others faced more hostile or disengaged interactions. This dynamic significantly impacted their performance and confidence during the technical rounds.
Candidates expressed a desire for clearer communication and timely feedback throughout the process, particularly after interviews. Many felt that a lack of transparency regarding expectations and outcomes contributed to a frustrating experience.
