Real, anonymous reports from people who interviewed for Software Engineer at Remitly, newest first and distilled into what to expect across the loop.
My process started with an HR phone call, and then I moved into a technical interview that was fairly structured: a live coding problem with enough time to think through the approach, followed by a separate values and discussion segment. After that, I went through what felt like a bigger “power day” style onsite where I met multiple interviewers across roles. There were rounds that dove into my resume experience, plus technical conversations that expected a thorough analysis, including calling out edge cases, not just getting to a working solution.
After a recruiter call, I had an online technical screening where the format split time between getting to know me and solving the problem. The interview problem wasn’t a simple “here’s the pattern” LeetCode-style exercise, and it also didn’t feel like something I could realistically finish in a tight window without running into gaps—so I spent a lot of effort making sure I fully understood what was being asked and what the passing behavior should look like.
The interview process typically begins with a recruiter screen, followed by a technical phone interview, and culminates in a virtual onsite with multiple rounds, often including coding, design, and behavioral interviews. Candidates noted variability in scheduling and communication, with some experiencing delays and lack of updates throughout the process.
Candidates faced technical coding challenges that were often open-ended and required thorough problem analysis rather than straightforward solutions. Many reported the need to demonstrate depth in understanding algorithms and edge cases, with some experiencing time pressure during assessments.
Interviews included a significant focus on behavioral questions and alignment with company values, often using structured frameworks for responses. Candidates were assessed not only on technical skills but also on their decision-making processes and cultural fit.
Candidate experiences varied significantly based on interviewer engagement, with some reporting positive interactions and others feeling that certain interviewers were disengaged or unresponsive. This inconsistency impacted candidates' perceptions of the overall process.
Many candidates expressed frustration over poor communication and lack of feedback after interviews, with some not receiving any follow-up or closure despite multiple rounds. This left candidates feeling uncertain about their performance and the overall evaluation process.
The interview process was described as demanding, with a mix of technical and behavioral assessments that tested candidates' adaptability and problem-solving skills under pressure. Despite the rigorous nature of the interviews, many candidates did not receive offers, leaving them with mixed feelings about their performance.