Candidates for Expedia software engineer roles report an online assessment followed by live LeetCode-style coding, behavioral questions, and in some loops a system design round such as a notification service.
$150K
Avg. Base Comp
$201K
Avg. Total Comp
2-4 rounds
Typical Rounds
Not reported
Process Length
Candidates who interviewed for Expedia software engineer roles describe a coding-first process with behavioral questions woven in. Most reports begin with an online assessment, often on HackerRank, and the problems are usually described as easy to medium. Examples include Valid Parentheses, string compression ("aaaabb" to "a4b2"), two-sum, and linked-list manipulation, so clean implementation and clear explanation matter more than obscure algorithms.
The live loop varies by report. One candidate describes four rounds: two coding, one system design, and one behavioral. Another describes two back-to-back rounds, each with one coding problem and behavioral questions. A third mentions a recruiter call, an online assessment, a phone screen, and later rounds that included a coding interview with two medium questions and a design discussion with two questions. Where system design appears, one candidate was asked to design a notification service and another described a conversational round about scalability and architecture.
Behavioral rounds can be probing. Candidates report follow-up questions on past projects, technical decisions, and a challenging team situation, so prepare a few projects you can defend in detail. Several people also say interviewers valued talking through tradeoffs and asking clarifying questions over silent coding. Outcomes are mixed: some candidates received offers and others did not. One reported unclear follow-up after the onsite and had to rely on the application portal status, so keep other applications moving.
Synthesized from 17 candidate reports by our editorial team.
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| Question | |
|---|---|
| Permutation Palindrome | |
| Bagging vs Boosting | |
| Completed Shipments | |
| Google Maps Improvement | |
| Nearest Common Ancestor | |
| Groups of Anagrams | |
| Hurdles In Data Projects | |
| Target Indices | |
| Average Commute Time | |
| Average Ride Duration | |
| Count Transactions | |
| Implementing the Fibonacci Sequence in Three Different Methods | |
| Check Matching Parentheses | |
| Average Revenue per Customer | |
| String Palindromes | |
| Deciding Between Solutions | |
| Client Solution Pushback | |
| Best Performing Advertisers | |
| Your Strengths and Weaknesses | |
| Evaluate News | |
| Advertisement Matching | |
| Length Of Longest Palindrome | |
| Reddit-like Notifications | |
| 2nd Highest Salary | |
| Empty Neighborhoods | |
| Employee Salaries | |
| Merge Sorted Lists | |
| Monthly Customer Report | |
| Rolling Bank Transactions |
Synthesized from candidate reports. Individual experiences may vary.
Candidates report applying online, often through Workday, and hearing from a recruiter or HR within days. Some describe a short introductory call of around 30 minutes, and one describes a HireVue-style recorded video screen first. Expect the recruiter to schedule the next stages.
Most candidates describe an online assessment with easy-to-medium coding problems, typically two. Some mention an additional character or culture-fit assessment. A candidate reports that getting early test cases right seemed important, so practice finishing quickly and testing carefully.
Reports describe live coding that is usually easy to medium, such as string compression, two-sum, or linked-list tasks. Some candidates report a phone screen with a few questions, while others report back-to-back rounds with one problem and behavioral questions each. Interviewers are described as friendly and supportive.
Candidates report loops of about four rounds in some cases, mixing two coding interviews, a system design discussion, and a behavioral conversation, sometimes with the hiring manager. One candidate was asked to design a notification service. Rounds may also blend behavioral and coding questions in the same session.
Outcomes in the reports are mixed. One candidate heard from HR the next day and received an offer. Another describes unclear updates after the onsite and relying on Workday status. Follow up politely with your recruiter, and treat a long silence as a reason to keep other processes active.
