Real, anonymous reports from people who interviewed for Software Engineer at Kaseya, newest first and distilled into what to expect across the loop.
After a recruiter chat, my process moved fairly quickly into interviews with leadership and then a more in-depth technical segment with multiple people from the internal team. I remember feeling like the company had an actual structure to the process: there was an HR touchpoint early, then a manager-style conversation, and then the technical rounds. Across those technical discussions, the questions leaned heavily on C# and fundamentals like OOP concepts, and the rounds felt thorough rather than superficial.
My interview started with an HR-focused conversation, and from the beginning I got the sense that the company was trying to deal with a specific recruiting problem. During that HR chat, I asked why matching profiles weren’t simply forwarded to the hiring manager to reduce wasted effort. The recruiter explained that, with the rise of AI, they were seeing lots of fake candidates, so they preferred to use a video interview step to weed out fraud.
The interview process typically begins with a recruiter chat, followed by a series of technical interviews that can span about three to four weeks. Candidates appreciated the clear communication and structured flow of the process, which included HR touchpoints and direct interactions with team leads.
Candidates experienced a mix of coding assessments, live coding sessions, and questions on programming fundamentals, particularly in C# and OOP concepts, as well as data structures and algorithms. The technical rounds were designed to evaluate both problem-solving skills and communication during coding tasks.
In addition to technical evaluations, some candidates participated in behavioral interviews that assessed cultural fit and allowed them to interact with potential team members. This aspect helped candidates gauge the work environment and team dynamics.
Candidates noted the importance of consistent communication throughout the process, with timely updates and feedback from recruiters and hiring managers. This transparency helped reduce anxiety and uncertainty about the next steps.
While many candidates had positive experiences with structured interviews, some reported disorganized processes with scheduling issues and disengaged interviewers, leading to a less favorable impression of the company. This highlights the variability in candidate experiences.
Despite some candidates not receiving offers, many reflected positively on the thoroughness and professionalism of the interview process. They appreciated the effort put into evaluating their candidacy, even if the outcome was not favorable.
