Real, anonymous reports from people who interviewed for Software Engineer at Upstart Network, newest first and distilled into what to expect across the loop.
After the recruiter stage, I had a technical coding screen where I worked through two medium-style problems. The interviewer followed up with additional questions to dig into my thinking rather than just stopping at correctness, and I could tell they wanted more than a one-shot answer. The overall tone felt friendly and respectful, and I remember being able to lead parts of the conversation while still having specific questions they needed to get through.
My process kicked off with a recruiter touchpoint, but I mostly only exchanged a few emails and never actually spoke directly to a recruiter. I then ran into an online technical assessment built around multiple LeetCode-style coding prompts with different time limits. The format felt very implementation-heavy: an AI reviewed my solutions afterward and even followed up by asking me to respond to a question about what I’d submitted under a tight two-minute window. Two questions were easier, and the other two took longer to reason through, with one having a shorter time cap than I expected. What threw me off most was that the prompts felt completely disconnected from the role and day-to-day work.
Candidates reported mixed experiences with recruiters, ranging from clear communication and structured guidance to confusion and lack of preparation support. A positive recruiter interaction can set a constructive tone for the entire process, while negative experiences can lead to frustration and uncertainty.
The technical assessment typically includes a mix of online coding challenges and live coding interviews, with varying time constraints and difficulty levels. Candidates noted the importance of being prepared for both implementation-heavy tasks and system design discussions.
Onsite interviews generally consist of multiple rounds covering coding, system design, and behavioral questions, often with a focus on project discussions and cultural fit. The atmosphere can vary from collaborative to high-pressure, impacting candidate performance.
Candidates expressed concerns about the opacity of evaluation criteria and the lack of specific feedback following interviews. Clear and constructive feedback is crucial for candidates to understand their performance and areas for improvement.
The overall tone of interviews ranged from friendly and supportive to stressful and rushed, which significantly influenced candidates' experiences. A positive atmosphere can enhance candidate confidence and engagement during the process.
The length of the interview process varied, with some candidates experiencing prolonged timelines and delays in communication. Timely updates and clear timelines can help manage candidate expectations and reduce anxiety.
