Real, anonymous reports from people who interviewed for Software Engineer at Nio Robotics, newest first and distilled into what to expect across the loop.
I went through an Amazon Robotics-style loop that mostly centered on standard recruiting flow: an online assessment first, followed by live rounds that mixed behavioral questions with one or more technical problems. Sometimes I started with a recruiter phone screen, but the pattern was similar—then came either an interview with an engineering manager or lead engineers, and often a coding round that felt like it was checking my ability to solve and explain, not just get the answer.
My process started with fairly direct recruiter communication where the main goal seemed to be understanding my background and projects. After that, I went into an interview that combined both behavioral and technical in a single session. We spent time talking through my past experiences and the challenges I’d worked through, the usual “tell me about your projects” style conversation.
The interview process typically starts with a recruiter screen followed by multiple rounds, often including a mix of behavioral and technical interviews. Candidates reported varying experiences with the pacing and organization, with some noting a quick turnaround while others experienced delays and awkward scheduling.
Behavioral interviews heavily emphasized the STAR method, with interviewers seeking structured responses that clearly connected past experiences to the role's expectations and Amazon leadership principles. Candidates were often asked to provide specific examples and faced follow-up questions to ensure clarity.
Technical interviews included coding questions that ranged from easy to medium difficulty, often focusing on problem-solving and reasoning rather than just syntax. Candidates were expected to explain their thought processes and decisions during coding tasks, with some interviews incorporating system design elements.
The overall difficulty of the interviews was generally perceived as average, but candidates noted that the experience could vary significantly based on the interviewer's approach and the specific questions asked. Some reported feeling rushed or pressured, especially during technical segments.
Interviewers consistently evaluated candidates for cultural fit, often probing how past experiences aligned with the company's values and team dynamics. This emphasis on consistency across behavioral responses was noted as a key aspect of the evaluation process.
Candidates experienced a mix of feedback timelines, with some receiving prompt updates after interviews while others faced prolonged waiting periods. The clarity of feedback varied, with some candidates feeling uncertain about the reasons for their rejections.