Real, anonymous reports from people who interviewed for Software Engineer at Hudl, newest first and distilled into what to expect across the loop.
My process started with a recruiter touchpoint where they focused on who I was and how my background matched what the role needed. Not long after, I took an asynchronous technical assessment through Codility. The problems weren’t extremely hard, but they required real care, and I put time into making my solutions clear and handling edge cases.
I had a Calendly link and scheduled a phone screen about a week in advance. I showed up at the confirmed time, but nobody joined the call. I emailed the recruiter afterward and didn’t hear back, so I also messaged them on LinkedIn since their contact info was included in the original email.
The initial recruiter touchpoint is focused on assessing candidate fit and background, but experiences vary significantly in terms of communication and follow-up, with some candidates reporting delays or lack of responses.
Candidates complete a Codility assessment as a key technical checkpoint, which involves solving problems that require careful consideration and clear communication of thought processes, rather than just raw coding skills.
The final interview rounds heavily emphasize behavioral questions, focusing on cultural fit, collaboration, and communication skills, often using the STAR method to structure responses.
Candidates often face panel interviews with multiple stakeholders, which can feel scripted and mechanical, leading to a less engaging experience despite the focus on collaboration and teamwork.
The interview process is generally structured and can be compact, with multiple rounds occurring in quick succession, which may create a fast-paced and intense experience for candidates.
Candidates report mixed experiences regarding communication throughout the process, with some feeling frustrated by a lack of follow-up or feedback post-interview, which can leave them uncertain about their status.