Real, anonymous reports from people who interviewed for Software Engineer at Verily, newest first and distilled into what to expect across the loop.
I started with applying online and then ended up on their recruiter-driven scheduling. The process felt pretty straightforward from the beginning: they reviewed my resume, explained what the interview process would look like, and then I moved into a technical round before an HR step.
After a recruiter reached out, I did a phone screen and got a very positive read back—feedback was essentially that I’d aced it. I then moved quickly to an onsite, which ended up being a long day. I had to go through multiple in-person coding rounds, and I finished with plenty of time remaining in the problem-solving sessions.
The interview process typically begins with a recruiter screening followed by a technical coding round, leading into an onsite that consists of multiple back-to-back coding interviews. Candidates noted that the process felt straightforward but could also be chaotic, with some experiencing long waits for updates and unclear communication.
Candidates reported that the technical interviews were heavily focused on coding, with questions primarily in the easy to medium range, often resembling LeetCode problems. The format emphasized live coding under time pressure, with little opportunity for discussion or behavioral questions.
The interview environment was described as high-pressure, with interviewers acting more as evaluators than collaborators, which left some candidates feeling unsupported during coding tasks. This led to frustrations when minor mistakes derailed performance without room for recovery.
Candidates experienced significant delays in receiving feedback and final decisions, often feeling left in limbo without clear communication. This lack of timely updates contributed to a sense of frustration and uncertainty about their performance and fit.
Some candidates felt that the expectations for the role were set too high, with a technical bar that resembled FAANG-level rigor, which may not align with the mid-level role they applied for. This led to feelings of being evaluated on fit and timing rather than just performance.
While some candidates found the technical rounds manageable, the overall experience was marred by organizational issues, including missed interviews and unclear processes. Many left feeling that the recruitment process overshadowed their technical capabilities.