Real, anonymous reports from people who interviewed for Quantitative Analyst at Flow, newest first and distilled into what to expect across the loop.
After the recruiter reached out, I moved pretty quickly into online assessments and then two back-to-back technical rounds, each about an hour. The technical questions felt like they were testing an academic, methodical way of thinking rather than anything intuitive. I remember the questions shifting in focus between the two rounds, but mentally it was the same theme: quick quantitative reasoning, then more applied thinking around trading concepts.
My process started with an online quick-math style assessment, then I had a motivational conversation with HR. After that, I went into an interview with a trader, and it was framed around the kind of trading strategy details that sounded very specific. I got the feeling the conversation was less about my general research process and more about whether I could speak to strategy mechanics.
Candidates typically start with a timed online mental math test, which is designed to assess speed and accuracy under pressure. This is often followed by a cognitive or IQ-style test that may vary in difficulty and relevance to the role.
Subsequent interviews often involve discussions with traders that focus on trading strategies and quantitative reasoning, requiring candidates to articulate their thought processes clearly and handle follow-up questions effectively.
HR interviews typically include behavioral questions aimed at understanding candidates' motivations and fit for the company culture, alongside basic probability questions to gauge foundational knowledge.
The interview process is characterized by a fast-paced environment where candidates must think on their feet and maintain composure, as there is limited opportunity for back-and-forth dialogue during technical assessments.
Candidates can expect a mix of question types, including brainteasers, probability puzzles, and case studies that require quick problem-solving and analytical thinking, reflecting the varied skills needed for the role.
Some candidates noted constructive feedback during the process, particularly in later stages, which can provide insights into areas for improvement even if they do not receive an offer.