Real, anonymous reports from people who interviewed for Software Engineer at Fanduel, newest first and distilled into what to expect across the loop.
After applying, I got an early calendar invite for a recruiter screening call and, within a couple of weeks, moved to a hiring-manager conversation. That first manager round was mostly behavioral—questions tied to my past work and how I’d handled different situations—plus time to ask about the team and the role. The process then quickly ramped up: I scheduled a coding interview and a system design interview back-to-back, each with two interviewers.
My process started with a recruiter phone call that lasted about 30 minutes. Most of what came up was testing—how I’d approached testing in past roles, what my exploratory testing strategy looked like, and how I thought about automation exposure. I remember being asked to walk through how I would test a particular item or system, so I had to explain my methodology out loud rather than just describe tools.
The interview process typically begins with a recruiter screening followed by one or two technical phone interviews, leading to a virtual onsite that can last several hours and includes multiple rounds with different interviewers. Candidates noted a mix of behavioral and technical assessments throughout the process, often spanning several weeks.
Candidates experienced a variety of technical assessments, including coding questions that often required problem-solving in real-time, with some interviewers being collaborative while others were more rigid. The coding assessments were generally interactive, but some candidates found the framing of questions to be confusing or poorly structured.
The system design interviews varied in engagement level, with some candidates experiencing minimal interaction and unclear expectations from interviewers, while others found the structure to be more focused on specific design elements. This round was often highlighted as critical in the evaluation process.
Behavioral interviews were a significant part of the process, focusing on past experiences and situational responses, although some candidates felt these rounds were mechanical and less engaging. The emphasis was on assessing cultural fit and how candidates handle challenges in the workplace.
Candidates reported mixed experiences regarding communication post-interview, with some receiving useful feedback while others felt ghosted after submitting take-home projects or completing interviews. Clear communication about next steps was often lacking, leading to frustration.
The overall difficulty of the interview process varied, with some candidates feeling well-prepared and others overwhelmed by the chaotic structure or mismatched expectations. Many candidates did not receive offers, often citing specific rounds, particularly system design, as pivotal in the decision.