Real, anonymous reports from people who interviewed for Frontend Engineer at Front, newest first and distilled into what to expect across the loop.
My process started with an HR recruiter interview. A few days later, I went into an engineering manager interview that was mostly about my experience, not about technical problem-solving or code. After that, I was given a take-home exercise focused on backend Node.js rather than frontend work.
I went through a fairly standard sequence: a recruiter call, then a hiring manager call, followed by a take-home assignment, a code review, and then onsite interviews that included a recruiting call and additional hiring manager conversations. The take-home stood out because it wasn’t just a generic frontend task—it was to build a data layer for a frontend application. They provided a handleEvent function that received events, and the job was to update the application state accordingly.
The interview process typically begins with a recruiter call, followed by a hiring manager interview, a take-home assignment, and then a series of onsite interviews. Candidates noted that the timeline felt standard but often lacked clarity on specific focus areas for each step.
Candidates are required to complete a take-home project that often involves building a data layer or implementing UI components, with an emphasis on their approach and reasoning. Some candidates found the guidelines ambiguous, leading to confusion about expectations.
The technical screen usually involves reviewing the take-home assignment, focusing on the candidate's implementation and problem-solving approach rather than just coding skills. This round can be pivotal, as candidates reported feeling that their explanations could significantly influence the outcome.
While the role is frontend-focused, candidates experienced varying levels of emphasis on core CS concepts and algorithms during technical discussions. Some felt the process shifted away from hands-on frontend skills to more abstract problem-solving, which was unexpected.
Onsite interviews often included social elements, such as team lunches and one-on-one discussions, assessing not just technical skills but also how candidates fit within the team culture and handle collaboration. This aspect was highlighted as a key part of the evaluation process.
Candidates expressed concerns about the clarity of communication from recruiters regarding the interview process and preparation expectations. Many felt uncertain about what to focus on, which impacted their preparation and confidence going into interviews.