Real, anonymous reports from people who interviewed for Software Engineer at Veeva Systems, newest first and distilled into what to expect across the loop.
I went through a pretty classic sequence: a personality test, then a coding challenge, followed by a live coding session that lasted about an hour, and finally a “Why Veeva” style conversation. The whole thing felt structured from the start, and the live coding question was fair—choosing between Java or Python.
My journey was short and mostly didn’t get past the early stages. I started with a first-round interview focused on personality and behavioral themes—my background, how I communicate, how I work in teams, and how I approach problem solving. It felt like they were trying to understand my fit and style more than testing technical depth.
The interview process typically begins with a behavioral screening that focuses on personality, motivation, and fit for the company. Candidates often feel this round is more about assessing communication style and cultural alignment than technical skills.
Candidates encounter multiple technical assessments, including online coding challenges that often feature LeetCode-style problems, primarily in Java. The difficulty of these assessments can vary, but many report feeling pressured by the format and time constraints.
Live coding sessions are a significant part of the interview process, where candidates are expected to solve problems in real-time, often under observation. The experience can feel evaluative and intense, with some candidates noting a lack of engagement from interviewers.
Some candidates are presented with case studies or practical scenarios that require them to demonstrate their problem-solving skills in a more applied context. This format is generally viewed positively, as it allows candidates to showcase their thought process and practical skills.
The overall atmosphere of the interviews can vary significantly, with some candidates experiencing a friendly and engaging environment, while others report feeling like the process was impersonal or overly rigid. This can impact candidates' perceptions of the company culture.
Candidates frequently express frustration with the communication and feedback process, often feeling left in the dark after interviews. Many report delays in receiving updates or unclear next steps, which can lead to a sense of uncertainty throughout the process.