Real, anonymous reports from people who interviewed for Software Engineer at Patreon, newest first and distilled into what to expect across the loop.
After a recruiter chat, I joined what felt like a pretty standard software engineering screen. It was essentially a LeetCode-style question, and the format was straightforward enough that I didn’t expect it to go the way it did.
I started with a phone screening where the conversation focused on my experience and what I was looking for, mostly as a credibility check. After that, I had a video call with a software engineer.
The interview process typically begins with a recruiter screen followed by a technical assessment, often in the form of a LeetCode-style coding question. Candidates should be prepared for a focused, time-constrained environment where performance on this initial assessment can heavily influence progression.
Subsequent technical interviews often include a mix of coding tasks, system design discussions, and behavioral questions, with a strong emphasis on practical problem-solving and real-world applications. Candidates should expect to articulate their thought process and handle edge cases during these discussions.
Candidates have reported mixed experiences with scheduling, including delays and cancellations that can lead to frustration and uncertainty about the process. Being proactive and flexible with scheduling can help mitigate some of these issues.
Behavioral interviews often focus on cultural fit and alignment with company values, using a 'tell me about a time' format. Candidates should prepare specific examples that demonstrate their alignment with the company's mission and values.
Overall candidate experience varies, with some reporting supportive interviewers and clear communication throughout the process, while others have encountered negative signals, particularly regarding accommodations. Candidates should be prepared for varying levels of empathy and support.
Many candidates noted a lack of feedback following interviews, which can lead to confusion about their performance. Candidates should be aware that even strong performances may not guarantee offers, and they may need to seek feedback proactively.
