Real, anonymous reports from people who interviewed for Software Engineer at Rokt, newest first and distilled into what to expect across the loop.
I started by applying and then got pulled into a pretty automated sequence. First came the Criteria Cognitive Aptitude Test and the Employee Personality Profile. The CCAT felt like a timed, IQ-style block with pattern recognition and math-style items, and the personality portion ran about 10–12 minutes with no time limit. Some prompts were straightforward enough that it didn’t feel like a real gatekeeping exercise, just a fast way to measure things.
My process started with a quick IQ-style / logical reasoning assessment and then moved into an interview track that actually felt more live and structured. I did an early cognitive and personality step, then there was a one-way video round with a behavioral question that ran on a tight prepare-then-answer timer. Even though the question was basic, the “record yourself” format made it feel a little stiff.
The interview process begins with a series of cognitive and personality assessments, including an IQ-style test and a one-way video interview where candidates respond to behavioral prompts under time constraints. These early steps can feel automated and impersonal, setting the tone for the rest of the process.
Candidates typically engage in live coding interviews and system design discussions, which focus on problem-solving and practical application rather than rote memorization. Interviewers often encourage dialogue and reasoning, making the experience feel more interactive and less like a traditional exam.
Many candidates report a lack of timely communication and feedback throughout the process, particularly after interviews. This can lead to frustration, as candidates often feel left in the dark regarding their status and the outcome of their interviews.
Later stages of the interview process often include discussions focused on behavioral fit and cultural alignment, sometimes involving senior leadership. These interviews can vary in tone, with some candidates feeling that the questions are ambiguous or overly personal.
Candidates frequently mention that the interview process can be lengthy and disjointed, with multiple stages spread over weeks or months. The experience can feel more like a series of assessments rather than a cohesive evaluation of skills and fit.
The final rounds often include a bar raiser interview, which can be challenging and may feel scripted or mechanical. Candidates have reported mixed experiences, with some finding it difficult to gauge what the interviewers are looking for, especially in terms of cultural fit.