Real, anonymous reports from people who interviewed for Software Engineer at Whova, newest first and distilled into what to expect across the loop.
After a recruiter screening call, I was soon put in front of a technical sequence that included a coding assignment and then a longer 2-hour technical interview with engineers. The coding assignment took several hours, and the technical session felt like a real evaluation rather than a quick chat.
My interviews followed a pattern that started with behavioral and light technical prompts, then moved quickly into take-home work. In the first screen, I was asked to talk about my experience and got a few unexpected technical questions, but no heavy coding. There was then a take-home that was described to me as a design task and felt easier than the live rounds.
The interview process typically begins with a recruiter screening, followed by a take-home assignment, and then multiple technical interviews that can stretch over several weeks. Candidates noted that the timeline can feel lengthy and disorganized, with some experiencing significant delays in communication.
Candidates are expected to complete a take-home coding project, often involving Python and SQL, followed by live coding interviews that focus on data structures and algorithms. The technical interviews can be challenging, with some candidates feeling the pressure of high expectations relative to the role's compensation.
Interviews often include behavioral questions and assessments of candidates' knowledge about the company and its competitors. Some candidates reported feeling unprepared for unexpected shifts from behavioral to technical questioning, which added to the stress of the process.
The tone and professionalism of interviewers varied significantly, with some candidates experiencing rude or condescending behavior that detracted from the overall experience. Many expressed concerns about the lack of respect and constructive feedback during the interviews.
Candidates frequently reported issues with communication, particularly after the technical rounds, with many experiencing ghosting or a lack of clear feedback regarding their performance. This lack of closure contributed to a negative impression of the overall process.
The final evaluation often hinges on both technical performance and the candidate's ability to justify their design choices and problem-solving approaches. Many candidates left without offers, feeling that the process was overly demanding compared to the role's compensation and that the evaluation criteria were not always clear.