Real, anonymous reports from people who interviewed for Software Engineer at Scalable Capital, newest first and distilled into what to expect across the loop.
The process felt a bit all over the place, mostly because the number of interviews was high for what ultimately didn’t land. I ended up going through four interviews, and the overall experience left me wishing for more transparency from the employer—especially as I’d invested a lot of time getting that far. When I finally heard back, the rejection message was generic, which didn’t feel great after so many steps.
After a recruiter touchpoint, I was sent straight into a coding task without any HR interaction at any stage. The assignment was on Codility and it was backend-focused: I had to implement a controller with endpoints to create, retrieve, and cancel orders while working through concepts like buying power, inventory, and market prices. The point was to make all the provided tests pass, which meant I had to be careful with the business logic—things like updating balances and positions correctly.
The interview process typically involves multiple stages, including an initial HR screening, a coding challenge, and several technical interviews, often spanning about 3-4 weeks. Candidates noted a lack of transparency regarding timelines and follow-ups, leading to frustration after investing significant time.
Candidates are required to complete a coding challenge on platforms like Codility, focusing on backend tasks such as CRUD operations and business logic. The challenge often precedes technical discussions where candidates must explain their design choices and handle backend-related questions.
Technical interviews include a mix of coding questions and system design discussions, often emphasizing real-world backend concerns like concurrency and scalability. Candidates should prepare for both theoretical and practical aspects of system design.
Behavioral interviews are integrated into the process, focusing on past experiences and how candidates align with company values. However, some candidates felt these discussions lacked clarity or relevance to the role, leading to a disconnect.
Candidates reported inconsistent communication throughout the process, with many experiencing a lack of feedback after interviews or assessments. This often left them feeling uncertain about their performance and the reasons behind any rejections.
The demeanor of interviewers varied, with some candidates experiencing friendly interactions while others faced unprofessional or aggressive behavior. This inconsistency can significantly impact the candidate's experience and perception of the company culture.
