Five candidates describe Automationtechies software engineering interviews that combine a CodeSignal assessment, a recruiter screen, and technical rounds on data structures, optimization and design. All five were rejected.
$94K
Avg. Base Comp
$110K
Avg. Total Comp
3-5 rounds
Typical Rounds
2 months
Process Length
Candidates who interviewed for software engineering, internship and graduate roles at Automationtechies describe a process that starts with a CodeSignal assessment and a recruiter conversation, followed by technical interviews with engineers. All five reports ended in rejection, so treat the details as individual accounts rather than a fixed format.
The assessment is the first hurdle. One candidate had 70 minutes for four questions and lost time on a 2D array traversal problem. An internship candidate described two medium problems on 2D arrays and string manipulation. Both are worth drilling, and triaging so one stuck question doesn't consume the clock matters.
In the technical interviews, one internship candidate was given existing code and 30 minutes to optimize it, using hashmaps to cut time complexity, then discussed trade-offs with two engineers. Another internship candidate said the applied coding questions felt less like templated LeetCode and came with follow-ups on runtime analysis. A graduate-role candidate reported a 90-minute round of data structures and algorithms with plenty of trade-off discussion. Practice explaining why an approach works and what it costs.
Design and behavioral preparation also appear. One candidate had a software design session and a manager conversation onsite, and another was asked to design a grocery checkout system. Early screens included questions about background and where you see yourself in three years. One candidate found the final leadership round dismissive, so go in ready to stay composed.
Synthesized from 5 candidate reports by our editorial team.
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Real interview reports from people who went through the Automationtechies process.
The process started with a phone screen where I discussed my background and fit for the role. They asked behavioral questions about my experience and past projects, which felt pretty standard. I was also asked to do an online coding assessment on CodeSignal before or around the same time, though I'm not entirely sure if that factored into their decision. The questions weren't overly difficult—basic data structures and algorithm problems, nothing that felt unreasonable for the level. After that, I moved into the technical rounds with actual developers, and those interviews were actually decent. The technical folks were knowledgeable and asked me to solve problems like sorting data by certain criteria and designing systems, like a grocery checkout system. One round had me work through a problem involving movie names and sorting by years, which was straightforward enough. The design round felt like a reasonable assessment of how I think through larger problems. Where things fell apart was on the people side. The recruitment team was genuinely difficult to work with—communication was poor and the process felt disorganized. But the real issue came in the final round with the leadership team. The energy was completely different. There was this palpable sense of contempt, like they thought I was wasting their time. One interviewer made it very clear they weren't impressed, and the whole dynamic felt dismissive. Even though the technical developers I'd spoken with were solid, that final round left a bad taste. I got rejected, and honestly, the interview experience itself made me question whether I'd want to work there anyway.
Prep tip from this candidate
Be prepared for both a CodeSignal assessment and multiple technical rounds covering DSA problems and system design questions, but also mentally prepare for the final round—research the company culture and leadership team beforehand, and don't let a dismissive interviewer rattle you, as that may be their interview style rather than a reflection of your performance.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Automationtechies
Select the 2nd highest salary in the engineering department
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Synthesized from candidate reports. Individual experiences may vary.
Candidates report a CodeSignal assessment early on. One describes 70 minutes for four questions, and an internship candidate describes two medium problems on 2D arrays and string manipulation. Candidates may want to practice array traversal and pace themselves so one stuck problem doesn't cost the rest.
Candidates report a conversational screen of roughly 30 minutes in one account. It covers resume projects, background, interest in the role and, in one report, where you see yourself in three years. One candidate also describes behavioral questions about past projects. Expect to explain your experience clearly.
Candidates report coding with two engineers or a longer technical round. One was handed existing code and had 30 minutes to optimize it with hashmaps. Another describes applied, less templated questions with runtime follow-ups, and a third a 90-minute data structures and algorithms round. Trade-off discussion appears repeatedly.
Reports of later stages are thin and differ by role. One graduate-role candidate describes an onsite with a one-hour software design interview and a one-hour manager session. Another describes design questions such as a grocery checkout system and a final leadership round with a dismissive tone. Another was told a coding plus object-oriented design round could follow. Prepare for design discussion, but expect variation.
