Real, anonymous reports from people who interviewed for Software Engineer at Gusto, newest first and distilled into what to expect across the loop.
I started with the early recruiter/first stage, and then I was selected for a coding round where the problem felt more like the hard end of leetcode than something gentle. I got through it with a brute-force approach, but the interviewer pushed for an optimal method after I demonstrated that I understood the core logic. I was able to reach an efficient solution and pass the relevant test coverage, so I walked out feeling like I’d done the right things technically.
My biggest problem wasn’t the technical difficulty—it was the process itself and how it fell apart on scheduling and communication. I had multiple recruiter interactions that went sideways: calls where nobody joined, last-minute reschedules where I still got stood up again, and follow-ups that never produced a real answer. At one point I even received a generic rejection email without meaningful detail after the recruiter had already seemed unreliable.
The interview process typically involves multiple stages, including an initial recruiter call, a coding assessment, followed by several technical interviews and behavioral discussions. Candidates noted that the final stages often included a mix of technical and non-technical evaluations, which could feel exhaustive.
Candidates experienced a strong emphasis on coding skills, with many technical interviews resembling LeetCode-style problems that tested algorithmic thinking and problem-solving under time constraints. Some candidates reported that the questions felt more aligned with theoretical knowledge than practical application.
Behavioral interviews focused on fit with company values and collaboration styles, often using situational questions to gauge how candidates would approach real-world challenges. This aspect was emphasized alongside technical skills, highlighting the importance of cultural fit.
Several candidates reported significant frustrations with the communication and scheduling aspects of the process, including missed calls, lack of timely updates, and vague feedback. This led to a sense of being strung along and uncertainty about their application status.
The overall experience varied, with some candidates feeling positively about the supportive atmosphere and structured process, while others expressed dissatisfaction due to perceived biases, lack of respect for their time, and unclear outcomes. Many left without offers, feeling that their efforts were not adequately acknowledged.
Candidates noted that even after performing well in interviews, the final decision-making process could be opaque, with some experiencing delays or abrupt changes like hiring freezes. This left many feeling uncertain about the reasons for not receiving offers.
