Real, anonymous reports from people who interviewed for Software Engineer at Stubhub, newest first and distilled into what to expect across the loop.
I had an interview process that felt badly run from the very beginning. A recruiter didn’t show up for a scheduled interview, and after I reached out to reschedule, there was no real response. I still joined the rescheduled call, but the recruiter arrived late and acted like I should be grateful they were there at all. After that, the silence was unreal—more than 10 days with no updates and no replies to my follow-ups.
I had a mostly friendly first part of the process. A recruiter call was personable, and we ended up running right up to the end time because we kept talking. Then I spoke with the hiring manager for the team I’d be joining. That conversation felt warm and knowledgeable, and the interviewer mostly let me talk while asking specific questions about my past experience, trying to pull out more detail.
Candidates reported a lack of effective communication and coordination from recruiters, including missed appointments, delayed responses, and a general feeling of disrespect for their time. Many experienced long periods of silence after interviews, leading to frustration and uncertainty about their application status.
The interview process typically included a coding assessment, often resembling LeetCode-style questions, followed by technical interviews that focused on coding and system design. Candidates noted varying levels of difficulty and expectations, with some feeling that the assessments were too rigid or algorithmic.
The demeanor of interviewers varied significantly, with some candidates experiencing a warm and engaging atmosphere while others faced hostility or disinterest. This inconsistency impacted candidates' perceptions of the company culture and their desire to continue in the process.
Some candidates reported that interviews included project discussions or real-world scenarios, which helped contextualize technical questions. However, others felt that the focus on specific past experiences limited the evaluation of broader skills and adaptability.
Many candidates expressed dissatisfaction with the lack of clear closure after interviews, often receiving automated rejections without specific feedback. This left them feeling uncertain about their performance and the reasons for their rejection.
The efficiency of the interview process varied, with some candidates experiencing a well-structured sequence of interviews while others faced chaotic scheduling and unclear expectations. This inconsistency affected their overall impression of the hiring process.