Four candidates describe Vertafore software engineer interviews that start with online assessments, then move to resume-driven conversations and, in some cases, .NET, C#, SQL and OOP questions.
$93K
Avg. Base Comp
$110K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Candidates who interviewed for Vertafore software engineering roles describe a process that begins with online screening. All four mention an online assessment before any live conversation. Two name an aptitude test, and three mention a behavioral or cognitive assessment. One candidate called the assessment a speed test with no penalty for wrong answers, so finishing every question mattered. Another suggests practicing an aptitude test beforehand so the format is familiar.
The live interviews vary by role and level. A Software Engineer II candidate reported an hour-long technical interview in which the interviewer pushed on their data structure choice for a string manipulation problem and asked what would break with a different one. The same interview covered a SQL question on joins, group by and aggregates, plus detailed OOP scenarios. A principal-level candidate reported C#, ASP.NET MVC and SQL questions, including the difference between ref and out in C# and joins across tables linked by foreign keys.
Another candidate described a combined technical and behavioral round that was mostly resume-based, with questions on projects, testing experience, greatest achievement and greatest disappointment, and no coding or system design. A fourth met two development directors over Microsoft Teams and was asked to talk through their experience. That candidate felt hands-on development experience was the gap.
All four reported no offer, so treat this as a small sample. The recurring theme is that concrete, hands-on experience counts. The .NET-focused candidate was told that live .NET project experience was required, even after raising the gap early. Check how much production experience a role expects, and prepare specific project examples.
Synthesized from 4 candidate reports by our editorial team.
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Real interview reports from people who went through the Vertafore process.
I started with an online assessment that felt like a speed test more than anything else — the key was just powering through all the questions since there were no penalties for wrong answers. After that came a cognitive and behavioral screening, which I treated as a filtering step. If you pass those, a recruiter reaches out to schedule what they call a 2-in-1 interview combining technical and behavioral components.
The main technical round was frustrating because it never really felt like a true technical interview. Instead of coding problems or system design, they ran through my resume and asked me to elaborate on my projects and past experience. The behavioral portion was standard but felt disconnected from the technical side — they asked about my greatest disappointment, my greatest achievement, and whether I had testing experience. I talked through testing frameworks I'd used, but the whole conversation felt dry and somewhat unfocused. There was this sense that the interview was checking boxes rather than genuinely trying to understand how I think or solve problems.
The process itself was smooth enough logistically, but the actual interview experience left me feeling like it wasn't somewhere I'd want to be long-term. The vibe didn't energize me, and I didn't get the sense that they were particularly invested in learning who I was as an engineer. I received no offer, which honestly felt aligned with my own hesitations by the end.
Prep tip from this candidate
Expect an initial online assessment where speed matters and there are no penalties for incorrect answers — just aim to complete it. Be ready to discuss your projects and testing experience in depth during the combined technical/behavioral round, as they lean heavily on resume-based questions rather than algorithm or coding challenges.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Vertafore
Select the 2nd highest salary in the engineering department
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Synthesized from candidate reports. Individual experiences may vary.
Candidates describe different entry points. One was contacted by a recruiter on LinkedIn for a Software Engineer II role, and others applied online. A principal-level candidate says an HR representative called after the assessment to ask about relocation and salary expectations, then moved into basic OOP and C# questions.
All four candidates describe an online screen before any live interview. Two name an aptitude test, two others describe a general online assessment, and three mention a behavioral or cognitive component. One candidate called it a speed test with no penalty for wrong answers and recommends practicing the format first.
Content varies by candidate. A Software Engineer II candidate reports about an hour on string manipulation, project walkthroughs, SQL joins and aggregates, and OOP scenarios. Another describes a 2-in-1 technical and behavioral round built mostly around resume projects and testing experience, without coding challenges.
A principal-level candidate reports a second round mixing managerial questions with C# basics such as ref versus out, SQL joins and foreign keys, and ASP.NET MVC. A separate Software Engineer candidate met two development directors over Teams for a broad discussion of their experience. Not every candidate describes this stage.
