Real, anonymous reports from people who interviewed for Software Engineer at Justworks, newest first and distilled into what to expect across the loop.
My process kicked off with a call with a senior engineer where the conversation leaned into HR-style topics more than technical depth. Then I took a CodeSignal assessment afterward, and the pressure was very real—everything was timed and I had to fit a lot in under 90 minutes.
I went through four rounds, and the biggest theme for me was how poorly coordinated everything felt. I started with an HR screening, then had a technical head interview, followed by a senior technical interview, and then I completed a coding exercise. On paper it looked like a normal flow, but the actual experience felt unstructured.
The interview process typically starts with a recruiter call, followed by a technical assessment and then multiple interviews, often including both coding and behavioral rounds. Candidates noted that while the structure can seem straightforward, the execution often felt disorganized or uncoordinated.
Candidates faced various coding assessments, often through platforms like CodeSignal, with tasks that ranged from debugging to building systems. The assessments were timed and sometimes felt rushed, leading to pressure that affected performance.
Technical interviews included a mix of coding challenges, system design discussions, and architecture questions, with varying levels of difficulty and pressure. Some candidates felt the interviews lacked depth and were more focused on checking off questions than engaging in meaningful discussions.
Behavioral interviews often felt rapid-fire with limited opportunities for follow-up, leading to a disconnect between candidates and interviewers. Some candidates appreciated the conversational tone, while others found it too structured and impersonal.
Candidates reported inconsistent communication throughout the process, with many experiencing ghosting after interviews and receiving generic rejection emails. Feedback, when provided, was often seen as helpful, but the lack of closure left many feeling disrespected.
The overall candidate experience varied significantly, with some candidates feeling positively about the interactions while others felt the process was disorganized and dismissive. The lack of engagement and clarity often led to frustration and a negative impression of the company.