Four candidates describe Adjust engineering interviews across different roles. Offer-stage reports call them friendly and conversational, with a recruiter call, a take-home or scripting test, a team technical discussion or live coding, and a team meeting.
$103K
Avg. Base Comp
$125K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Four candidates describe Adjust's engineering interviews, and each applied for a different engineering role: general software engineer, frontend, senior backend and network monitoring. Treat the details below as role-specific reports, not one fixed process.
The tone is consistent across the offer reports. Candidates describe interviewers as friendly and collaborative. The general Software Engineer candidate had an HR call, a hiring manager conversation and a technical interview with three team members. That interview was a discussion about software with some light coding. Questions covered their current role, what they were working on, their understanding of Adjust's product and how deployments work at their employer. They also report an on-site live-coding portion as the hardest moment. The prep takeaway is to practice explaining your reasoning aloud and to be able to say what Adjust's product does.
The frontend candidate reports a take-home assignment, followed by about ninety minutes of coding tasks in React and JavaScript. Follow-up questions covered class versus functional components, asynchronicity and testing. The network monitoring candidate reports a scripting test and questions on Linux, SNMP, BGP, Prometheus, Nagios and Ansible Galaxy. That is specific to an infrastructure role.
The senior backend candidate was rejected after a take-home and said the feedback cited tools and testing without specifics. If you get a take-home, state your testing approach and tooling choices in your write-up instead of leaving them implicit.
Synthesized from 4 candidate reports by our editorial team.
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Real interview reports from people who went through the Adjust process.
Adjust's interview process felt genuinely well-structured and thoughtful from start to finish. The initial HR call over Skype focused on my experience and personality fit, with questions that went into real depth about my background rather than surface-level scripts. The hiring manager conversation that followed was particularly valuable—they transparently laid out expectations and actively wanted to hear what I could actually contribute, which set a collaborative tone for the rest of the process.
The technical interview stood out because it broke from the typical whiteboard-and-takeaway formula. Instead, it was structured as a friendly discussion about software with some light coding woven in. Three team members participated, keeping the conversation open-ended and casual, which made it easy to showcase my skills without feeling defensive. They asked about my current role and how it differed from others on my team, what I'm working on right now, my understanding of Adjust's product, and how we handle deployment processes where I work. The questions felt designed to understand how I think and work, not to trip me up.
One final round involved meeting people from the team, which was a nice touch and reinforced that Adjust invests in culture and interpersonal fit. The on-site live-coding portion was a bit intense—definitely the most challenging moment—but the team remained friendly and supportive throughout, offering helpful feedback even in real time. By the end, I felt genuinely happy about the experience, which made the offer feel like a natural conclusion rather than a relief.
Prep tip from this candidate
Expect behavioral and experience-focused questions early (think: what made you proudest, how your role differs from peers, deployment processes you use). Come ready to discuss Adjust's product and positioning, and know that light coding in conversation is preferred to formal whiteboarding—practice explaining your technical thinking out loud rather than solving in silence.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Adjust
Select the 2nd highest salary in the engineering department
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Synthesized from candidate reports. Individual experiences may vary.
Candidates report starting with a recruiter or HR call. One software engineer describes it as an in-depth discussion of their experience and personality fit. A frontend candidate reports an initial meeting scheduled within a week of applying. Be ready to describe your background and what you want from the role.
The general Software Engineer candidate reports a hiring manager conversation. The manager laid out expectations openly and asked what the candidate could contribute. Not every candidate describes this step, so it may vary by role. Prepare examples of impact and questions about the team.
Candidates for frontend, senior backend and network monitoring roles report a practical assignment: a take-home, or a scripting task for monitoring a system. The senior backend candidate had three working days and was rejected with feedback about tools and testing. Document your testing approach and tool choices clearly.
Candidates describe technical rounds as collaborative. The software engineer report covers a software discussion with three team members and light coding. The frontend report covers React and JavaScript tasks. The network monitoring report covers Linux, SNMP, BGP and monitoring tools. Practice thinking aloud and expect questions tied to your role.
Offer-stage candidates report a final conversation with team members or the team leader. The software engineer also reports an on-site live-coding portion, which they found the most challenging part. Candidates say the team stayed supportive, so ask questions and show how you approach unfamiliar problems.
