Stripe Interview Questions

It consisted of several rounds. Initial HR round, written assessment, with a team member and managers. Interview was smooth. But certain rounds were tough. They ask a lot of technical questions and see if you are the best for the role

Applied online and recruiter reached out for a quick phone screen to talk about the job and next steps. The next step was a technical coding interview where it was less like Leetcode style and more interactive and was advise to make it conversational. The technical question they asked was easy but only after you can get through the wall of text you need to read to understand the problem. The interviewer I feel was not very interactive at all as I was talking through the problem and stating my assumptions, there was no reaction from the interviewer. At some point during the interview it was clear they were looking at their phones as well. The question was done in 3 parts, each building on top of the other and I had passed the first 2 parts pretty accurately and ran out of time on the 3rd part but was able to give a quick overview of how I would approach it. In the end they decided to not move me forward. For an interactive interview where the goal is to work together with the interviewer, they were not very helpful or attentive during the process.

Typical Software Engineer hiring process. It started with the Recruiter call and then the first technical coding round with an engineer. The Interviewee was not engaged at all in the coding round. He was walking around the home most of the time. I had to walk through my simple solution multiple times and even though all the cases he gave to me passed.

One call with the recruiter followed by an assignment (a go-to-market plan that required quite a bit of work to complete). After this, there were 4 interviews spread across in 2 days all done via zoom.

first interview was with HR, it was rushed, no how are you”- straight to point. Which may be fine. Questions included logistics like “do you live outside nyc/seattle/sf” for a remote role, likely to reduce TC offerings. Questions included “do you have a pending offer currently” and high level questions for HR logistics. 30mins. Then a 30mins interview with hiring interviewer- was more robotic. No “hi how are” or any deep conversations of any topic. More like “what is a model you’ve built before, survival/NN/etc.?” and “what was architecture of NN?”. She seemingly wanted to hear “activation function” trigger word, wasn’t interested in MLFlow and optimization of hyerparameters, or anything outside the box or textbook interview guide. Same questions I interview junior Data Scientists for current team. She mentioned they wanted help in prediction intervals but provided no response when bayesian stats were mentioned by me. I wasn’t really feeling it and glad i didn’t get moved forward. hiring manager wasn’t an applied mathematician, statistician or physicist. they were maybe looking for a little data slave inside the box, nothing extraordinary

- 30min initial recruiter call - 1hour Initial technical assessment - onsite -- three coding questions, one hour each -- one design questions, one hour -- several behavioral questions, one hour It was a standard interview process.

1st round was a call with the recruiter. Fairly standard 2nd round was a written project working with Stripe APIs. The questions were terribly written, with points not even corresponding to their documentation.

Extremely long interview process, additional interviews added at the end after a full day on-site had taken place since the panel needed "additional signal", despite spending a cumulative of ~20 hours with me at this point. No further context was given, no feedback was shared at the end.

This has been the weirdest interview experience I have ever had. After making it to final rounds pre-layoffs to being completely ghosted and rejected with zero feedback or information, I am mystified. It feels like I was blacklisted but I cannot understand why and it would be very helpful to know if I did something wrong because I got really positive feedback before the layoffs but applying to new roles there have been rejections and crickets. If someone makes it all the way to a multi-interview final round, you should provide them with feedback at least some point afterwards. Ghosting isn't helping anyone. There was also a substantial writing assignment which I have never seen before or since for an HRBP role.

After recruiter call, call with hiring manager followed by written assignment. If all goes well then 4-5 interviews with different cross functional teams. Lengthy process but they evaluate a candidate very thoroughly on several aspects. More about how good a fit is the candidate for the role and the company's principles.