Real, anonymous reports from people who interviewed for Software Engineer at Tubi, newest first and distilled into what to expect across the loop.
I applied for Tubi’s Builder program and ended up going through two interviews: a coding round followed by a system design round. Even before the first technical session, the process felt off—when I got instructions, I was told the first interview would be pseudocoding, but it turned out to be more like a LeetCode-style problem.
My journey started with the standard screening to technical interview sequence, but the flow got disrupted when the recruiter wasn’t available, so my manager/panel screening was rescheduled. Even with that hiccup, the technical session itself stood out because the interviewer was genuinely helpful.
The interview process typically begins with a recruiter call followed by a technical screen and may include multiple technical interviews, often leading to an on-site round. However, candidates reported inconsistencies in scheduling and communication, with some experiencing delays and lack of feedback.
Candidates faced a mix of coding and system design interviews, with the coding portion often being straightforward while the system design round presented more challenges, exposing gaps in knowledge. The format varied, with some interviews being supportive and others feeling adversarial or unclear.
The interviews often emphasized specific technologies such as React, Kubernetes, and AWS, with some candidates noting a strong focus on practical applications over algorithm-heavy questions. This focus varied by role, leading to different expectations around depth and breadth of knowledge.
Overall candidate experiences varied significantly, with some reporting positive interactions and constructive feedback, while others felt the process was disorganized, unprofessional, or lacking in depth. Communication issues were common, with many candidates expressing frustration over unclear timelines and lack of follow-up.
The HR interviews often felt checklist-like and less conversational, with some candidates experiencing rudeness or a lack of engagement. This aspect of the process left some candidates feeling undervalued and questioning the company's culture.
Many candidates did not receive offers and reflected on their experiences, often noting specific areas for improvement, such as preparation for system design or technical depth. The overall sentiment was that the process could be improved with clearer expectations and better communication.