Real, anonymous reports from people who interviewed for Software Engineer at Flow, newest first and distilled into what to expect across the loop.
After an initial OA-style round with the camera on, I ended up with a recruiter call and then a phone screen. The phone screen felt tightly scheduled: two back-to-back technical segments, each around ten minutes, where I was asked standard technical questions, and then I was pushed into a take-home assignment right after. The take-home was genuinely tough and unlike the usual generic prompts—it centered on IP packet parsing, and I had to dig into a bunch of unfamiliar material to make the solution work.
My process started with a HackerRank test, then an HR interview that was pretty short—around fifteen minutes. After that I went into a virtual super day that combined a behavioral component with a technical one. The technical side stayed grounded in fundamentals rather than anything overly creative; I remember it centering on C++ underpinnings and then broad computer science topics like networking, memory, and CPU cache behavior.
Candidates typically start with a HackerRank assessment that includes multiple coding tasks and algorithm questions, often under tight time constraints. The focus is primarily on C++ fundamentals and problem-solving skills, with many reporting a challenging and sometimes frustrating experience due to the platform's limitations.
After the initial assessments, candidates are often given a take-home coding challenge that can take several hours to complete. These assignments are generally complex and require a deep understanding of specific technical concepts, with some candidates feeling the expectations are quite high.
Candidates participate in multiple technical interviews that focus on C++ concepts, algorithms, and system design, with an emphasis on clear communication of thought processes. The interviews often include coding exercises and discussions about the take-home assignment, with a mix of pressure and expectation for precise answers.
The interview process includes HR rounds that assess cultural fit and motivation, often featuring questions about personal background and future aspirations. Some candidates noted that these discussions can feel repetitive and less relevant to the technical nature of the role.
Candidates reported varying experiences regarding the organization and communication throughout the interview process, with some feeling it was well-structured and others experiencing delays and a lack of feedback. The overall impression can significantly affect candidates' perceptions of the company.
Many candidates found the interview process to be rigorous, with a high bar for technical skills and problem-solving abilities. Despite the challenges, the experience left some candidates feeling that the process was thorough, while others felt it was overly demanding without adequate support.
