Real, anonymous reports from people who interviewed for Software Engineer at Verkada, newest first and distilled into what to expect across the loop.
I got pulled in through a referral, and the process started with a recruiter call that quickly turned into a phone interview invitation. The next step focused heavily on implementation work. My technical conversation centered on building APIs based on given requirements with Python, so I wasn’t just explaining ideas—I was expected to think through how to actually produce the code.
My loop started with a recruiter chat, then I went into two back-to-back coding interviews that were each about an hour. They both felt fairly normal, and the interviewers were nice and conversational during the sessions.
The interview process typically begins with a recruiter screen, followed by technical rounds that may include coding challenges and behavioral discussions, culminating in a final managerial or presentation round. While some candidates experienced a quick timeline, others noted delays, with overall communication remaining consistent throughout.
Candidates reported a strong emphasis on practical coding skills, often involving LeetCode-style questions and real-world problem-solving scenarios, such as API development and networking issues. The technical rounds varied in difficulty, with some focusing on specific areas like multithreading and socket programming.
Behavioral interviews were integrated into the process, assessing candidates' backgrounds, motivations, and problem-solving approaches. Many candidates felt that these discussions were collaborative and aimed at understanding their fit within the company culture.
Some candidates were required to give a presentation on a technical topic of their choice, which was intended to evaluate both their technical depth and communication skills. This component was generally viewed positively, as it allowed candidates to showcase their expertise.
Overall candidate experiences varied, with some reporting supportive and friendly interviewers while others encountered dismissive attitudes, particularly during technical screens. The quality of communication and logistical support throughout the process significantly influenced candidates' perceptions.
While many candidates did not receive offers, they often reflected positively on the structure and organization of the process, even if they felt the technical expectations were high. Some noted that the experience provided valuable insights into their strengths and areas for improvement.