Real, anonymous reports from people who interviewed for Software Engineer at Ramp, newest first and distilled into what to expect across the loop.
After a recruiter reached out, I did a technical phone screen that felt like a chained link-following / maze-exit puzzle using HTTP requests. The progression forced me to handle specific error conditions, moving from 4xx to 5xx while adjusting what I requested next based on what the response revealed. A couple of days later I was moved into an onsite loop for the team, but it still followed a similar structure: a coding round that used CoderPad and explicitly allowed AI assistance, plus a behavioral round.
Before any live conversations, I ran into their online assessment pipeline. The assessment link was time-boxed in a way that felt brutal with a real work schedule—one attempt gave me only three days to complete the test, and I also ran into links that expired quickly, which made the timing feel unnecessarily tight.
Candidates typically start with a time-boxed online assessment, often using platforms like CodeSignal or HackerRank, which can feel intense due to strict time limits and the pressure to pass all test cases before moving on. Many report quick rejections following this stage, sometimes despite strong performance.
The technical phone screen often involves coding questions that require problem-solving with real-world relevance, such as working with datasets or implementing functions. Candidates should be prepared for both straightforward coding problems and more complex scenarios that test their reasoning under time constraints.
Some candidates encounter AI-enabled coding rounds that allow limited AI assistance, which can create confusion regarding expectations. Interviewers seem to prioritize candidates' understanding of AI outputs over mere code completion, making it crucial to demonstrate reasoning and comprehension.
The onsite interview typically includes multiple coding rounds, a system design discussion, and behavioral questions, with a focus on practical applications rather than theoretical knowledge. Candidates should expect a structured progression that evaluates both technical skills and cultural fit.
Behavioral interviews often follow a standard format, focusing on candidates' past experiences and problem-solving approaches. Interviewers look for alignment with company values, such as independence and quick execution, so candidates should prepare specific examples using the STAR method.
Candidates frequently report a lack of clarity regarding evaluation criteria and feedback throughout the process, leading to confusion and frustration, especially after rejections. It’s advisable to seek clarification during interviews and to reflect on performance to identify areas for improvement.