Real, anonymous reports from people who interviewed for Software Engineer at Sierra Nevada, newest first and distilled into what to expect across the loop.
The process took me about three weeks end to end, and it started pretty normally with a recruiter. After that call, I met with the hiring manager, and then I wrapped up with an on-site technical interview where I spoke directly with the hiring manager and several people from the team.
My recruiter stage went fine, but the momentum stopped quickly once it moved into the hiring-manager portion. After a straightforward phone screen, I had a virtual conversation with the hiring manager that didn’t feel engaging at all. Instead of a two-way discussion, it felt like they asked very specific questions about my experience and then seemed uninterested in following up or getting to know what I’d bring. The vibe was basically that they already had an answer.
The interview process typically consists of a recruiter call, followed by a hiring manager discussion, and culminates in a panel interview with multiple engineers. The overall timeline can vary significantly, with some candidates experiencing delays of several weeks to months.
Candidates should expect a mix of technical discussions that focus on practical applications and real-world scenarios rather than traditional coding puzzles. Some interviews include assessments of specific programming skills or knowledge related to the role, such as OOP concepts or FPGA knowledge.
Behavioral questions are a significant part of the interview, often following a STAR format, and focus on candidates' past experiences and how they align with the company's needs. Interviewers are interested in concrete examples of how candidates handle real-world challenges.
The atmosphere during interviews can vary from relaxed and conversational to intense and formal. Many candidates noted that a friendly tone and open dialogue made the experience less stressful, while others experienced a more hostile environment that affected their overall impression.
Candidates often reported a lack of clear feedback throughout the process, which contributed to uncertainty about their standing. Some experienced ghosting or disorganized communication, leading to frustration despite positive interactions during interviews.
Despite a generally structured process, many candidates left without offers, often feeling that the final decision was based on fit rather than performance. Some candidates received offers but experienced issues with follow-up or clarity around terms.