Progressive's software engineer interviews, as two candidates describe them, combine a recruiter screen, a conceptual technical round and STAR-format behavioral interviews. Both candidates report accepting offers.
$102K
Avg. Base Comp
$121K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Progressive's software engineer interviews, as two candidates describe them, put as much weight on behavioral answers as on technical ones. Both candidates report a short recruiter or HR screen, one technical conversation and two behavioral interviews, and both report accepting offers.
The technical rounds they describe were not LeetCode-style. One candidate says the technical interview with future teammates focused on the stack in the job listing, plus broader questions about designing and scaling a feature. The other describes a tech screen with two engineers who read out grouped questions on databases, object-oriented programming and SOLID principles, including a direct request to explain each principle. Review the technologies in the posting and be able to explain core database and OOP concepts in your own words.
STAR-format behavioral answers are the other central theme. Both candidates say the behavioral rounds followed the STAR structure. One was asked why they wanted to join Progressive, and that candidate also notes that interviewers seemed interested in GitHub and project work, so keep demo code ready. Prepare several specific stories with a clear situation, action and result.
One candidate says the interviewers welcomed questions about day-to-day team work, so bring real ones. With only two detailed accounts to draw on, treat this format as a useful guide rather than a guarantee for every team.
Synthesized from 4 candidate reports by our editorial team.
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Real interview reports from people who went through the Progressive Insurance process.
The biggest thing I wish I had known going in is that Progressive is extremely structured about the interview format, and they really expect you to answer in STAR. I had a recruiter phone screen first, and the recruiter was very nice. That call was mostly to make sure everything lined up, but I was also asked a couple technical questions to confirm fit. After that, I went through two behavioral interviews with engineering managers, each about an hour long, and then a one-hour technical interview with future teammates.
The behavioral rounds were the part that felt the most important. They leaned heavily on common behavioral questions, and you have to be comfortable telling your stories in a very organized way. One of the questions I got was why I was choosing to apply to Progressive, so it helped to have a clear answer that showed I understood the company and role. The technical interview was not LeetCode-style at all, which was a relief. It was more about relevant technical questions based on the stack in the job listing, plus a couple broader questions about designing and scaling a feature. They also seemed to care about your GitHub and project work, so having demo code or challenge projects available is a good idea. Overall the process felt fair and well organized, and I ended up accepting the offer.
Prep tip from this candidate
Practice STAR answers until they sound natural, especially for questions like why you want Progressive and examples of past work. For the technical round, review the technologies listed in the job posting and be ready to talk through a simple feature design and scaling discussion rather than coding puzzles.
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Synthesized from candidate reports. Individual experiences may vary.
Both software engineer candidates report starting with a brief recruiter or HR call. One says it mostly confirmed that the role and background lined up and included a couple of technical fit questions. Expect a straightforward conversation, though the exact content may vary by team.
Candidates describe a conceptual technical round rather than coding puzzles. One met future teammates for an hour and discussed the job-listing stack plus designing and scaling a feature. Another had a tech screen with two engineers covering databases, object-oriented programming and SOLID principles.
Both candidates report behavioral interviews built around the STAR format. One describes hour-long sessions with engineering managers, including a question about why they chose Progressive. Prepare organized stories about past work, with a clear situation, your actions and the result.
Both candidates report two behavioral rounds in total. One says interviewers answered questions openly about daily team work, so the conversation felt two-sided. Candidates may want a different set of stories ready for each behavioral round, plus genuine questions about the team.
