Real, anonymous reports from people who interviewed for Software Engineer at Verisk, newest first and distilled into what to expect across the loop.
After a recruiter call, I ended up going through a pretty structured multi-round loop. The first step was an online assessment made up of MCQs, covering foundational CS topics plus aptitude and logic—stuff like core fundamentals alongside DSA-related material, and often DB/SQL-type concepts showed up here too. A short while later, I had a technical interview that felt detailed and lengthy, lasting roughly an hour to about an hour and a half. That conversation leaned heavily into OOP, and I also covered data structures/algorithms at an easy-to-medium level. SQL and core programming concepts came up throughout, and while the role referenced C#/.NET, the discussion still stayed flexible and used the language I had more familiarity with.
I went through a faster, simpler loop that still felt fairly standard in its progression. The process was described as three rounds: a technical interview, then a techno-managerial-style conversation, and then an HR round. The timeline was surprisingly quick compared to a lot of other places I’d looked at.
The interview process typically begins with an online assessment that includes multiple-choice questions covering foundational computer science topics, logical reasoning, and sometimes SQL. This stage serves as an initial filter to gauge candidates' basic competencies before moving on to technical interviews.
Candidates can expect a detailed technical interview focusing on data structures, algorithms, object-oriented programming, and SQL queries. The interviewers emphasize conceptual clarity and problem-solving skills, often requiring candidates to explain their reasoning and approach to coding problems.
Following the technical interview, there is often a techno-managerial round where candidates discuss their past experiences and projects. This round includes situational and behavioral questions, assessing both technical fit and alignment with the company's culture and expectations.
The final stage typically involves an HR interview that focuses on behavioral questions, general fit, and compensation discussions. This round is generally shorter and aims to gauge candidates' interpersonal skills and alignment with company values.
The overall interview environment is described as structured and often friendly, with interviewers encouraging open communication and interaction. Candidates noted that the tone can vary, but many felt that the interviews were designed to be supportive rather than intimidating.
Candidates reported mixed outcomes, with some receiving offers while others did not. A common reflection was that clarity in communication and a strong understanding of core concepts were crucial, as interviewers often probed deeper into candidates' responses.