Real, anonymous reports from people who interviewed for Software Engineer at Nasdaq, newest first and distilled into what to expect across the loop.
My process had a simple shape: a recruiter screener, a hiring-manager conversation, and then a technical round. The hiring-manager round was anchored in my resume, and I got questions that asked me to walk through how I handled specific problems—how I’d resolved them and what I did to improve performance after the fact.
After a recruiter phone screen, about a week later I went into a coding assessment with a set of prompts that felt pretty hands-on. The next stage was a behavioral conversation with directors, where the questions were more about how I’d worked through real situations rather than trick puzzles. If I passed that, the process moved into an onsite session that was structured like a longer technical work block.
The interview process typically starts with a recruiter screen, followed by a technical assessment, and then multiple interview rounds that can include behavioral and technical discussions. Candidates noted that the timeline can be tight, with quick transitions between stages, which may lead to a sense of urgency.
Candidates faced a variety of technical assessments, often emphasizing core computer science fundamentals, Java proficiency, and problem-solving skills under time constraints. The assessments included coding challenges and theoretical questions related to data structures, algorithms, and system design.
Behavioral interviews were common, focusing on past experiences and interpersonal skills rather than purely technical knowledge. Candidates reported that these discussions often centered on how they handle real-world situations and their alignment with company values.
The technical interviews often required a deep understanding of concepts such as OOP, multithreading, and database management, with some candidates feeling that the expectations were quite high. Specific niche knowledge was also a common theme in technical discussions.
Candidates reported mixed experiences regarding the interview environment, with some noting that the atmosphere could feel disorganized or impersonal, particularly in remote settings. Clear communication from HR was also highlighted as a significant factor affecting overall experience.
Many candidates expressed disappointment in the lack of feedback following interviews, especially after investing significant time in the process. The outcomes often left candidates feeling uncertain about their performance and the reasons behind the final decisions.
