Two candidates describe Procore's software engineering interviews as a recruiter call, practical coding, and behavioral or leadership conversations. Both received no offer. This guide covers the formats they reported and how to prepare.
$150K
Avg. Base Comp
$200K
Avg. Total Comp
4-5 rounds
Typical Rounds
2 weeks
Process Length
Procore's software engineer interviews, as two candidates describe them, mix practical coding with a lot of conversation about values and leadership. Both candidates reported no offer, so treat this as a picture of the format rather than a recipe for passing.
The coding was less abstract than a typical algorithm screen. One candidate wrote a couple of functions related to construction work, implementing classes to model the domain, and described the difficulty as medium with enough time to finish and explain the solution. A senior candidate described a round that was function stubs with a summary and test cases, where the job was to write logic that made the tests pass, instead of a LeetCode-style problem. That points toward clean, readable code and comfort modeling real-world domain entities in code.
Behavioral questions carried real weight. One candidate was asked about a mistake, a failure and how they recovered, and something they were proud of. The other faced leadership scenarios, including who they admire most and what they would do on discovering that a teammate's code had many bugs. Prepare specific stories with clear outcomes and a view on how you give feedback to colleagues.
The reports differ on structure. One described four rounds, starting with an HR conversation and then two technical rounds. The other described five interviews, including an architecture discussion. Ask your recruiter early what each round will cover. One candidate said the recruiter offered a feedback call after the rejection, so it is worth asking for one.
Synthesized from 4 candidate reports by our editorial team.
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Synthesized from candidate reports. Individual experiences may vary.
Both candidates report starting with an HR or recruiter conversation. One was asked about their background, why they were leaving their current role, salary expectations and work history. Expect a conversational tone rather than a technical screen, and have your compensation expectations ready.
Candidates report coding that felt close to real work. One built functions and classes modeling construction-related entities in their preferred language, at roughly medium difficulty. Another received function stubs with test cases and had to write logic to make them pass. Practice writing clean code against provided tests.
A second technical session appears in both reports. One candidate called it more straightforward but still practical. The other listed two problem-solving rounds plus an architecture discussion. The exact content may vary by level, so confirm the format with your recruiter and be ready to explain your design choices aloud.
Both candidates report behavioral rounds that probed leadership thinking. Questions included a time they made a mistake, a failure and recovery, something they were proud of, who they admire most, and how to handle a colleague whose code had many bugs. Prepare structured STAR stories that show ownership and learning.
