Algorithm Developer applicants have rated the interview process at Hudson River Trading with 3.6 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 57% positive. To compare, the company-average is 45.4% positive. This is according to Glassdoor user ratings.
Candidates applying for Algorithm Developer roles take an average of 20 days to get hired, when considering 47 user submitted interviews for this role. To compare, the hiring process at Hudson River Trading overall takes an average of 19 days.
Common stages of the interview process at Hudson River Trading as a Algorithm Developer according to 47 Glassdoor interviews include:
Phone interview: 38%
Skills test: 20%
One on one interview: 18%
Presentation: 10%
Background check: 6%
Personality test: 4%
IQ intelligence test: 2%
Other: 2%
Here are the most commonly searched roles for interview reports -
1. Online Assessment, similar to most swe tests (no prob/mental math/games)
2. Stats/Probability/Math interview over phone. fairly standard intro probability
3. Coding interview over phone. data structures and algorithms
4. Onsite. NDA
Overall, very responsive and communicative.
Interview questions [1]
Question 1
Create a data structure that has certain properties
I applied online. I interviewed at Hudson River Trading
Interview
Introduction followed by a stats problem and then wrap up. Estimator of a quantity and to tell if the estimator is biased or not. The problem is made in such a way that its hard to decode.
Interview questions [1]
Question 1
Estimator of a quantity and to tell if the estimator is biased or not.
Automated screening of mainly coding challenges, followed by 2 rounds of virtual interviews. One was highly stats based and the other was a coding interview. Took about 3 weeks total
They do not appear to be seeking candidates from disadvantaged backgrounds. Instead, their preference seems to be for individuals from affluent or elite backgrounds. Even candidates who answer all questions correctly in technical rounds are rejected, despite the technical questions being very-very basic. This suggests that the hiring decision is not driven by skill or technical competence.