Avidxchange software engineer candidates describe a recruiter call, a Karat-run coding screen covering OOP and data structures, and conversational team interviews. Several report little or no follow-up after the final round.
$107K
Avg. Base Comp
$177K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Candidates describe an Avidxchange software engineer process that begins with a recruiter conversation and, for two candidates, moves to a third-party Karat technical screen. One reports it covered basic JavaScript plus data structures and algorithms. Another reports it opened with object-oriented programming concepts before moving into a LeetCode-style problem. So prepare OOP fundamentals and algorithm practice together, rather than relying on one.
A senior-level candidate describes a different path: a second phone screen with a director of platform, then in-person interviews. Questions were informal and covered OOP, .NET, DevOps and HTTP methods, including IQueryable versus IEnumerable. That candidate felt the interviewers had not studied their resume, so tie your experience to the team's stack explicitly.
An intern candidate who accepted an offer describes conversational rounds. They were asked about a time they failed. The hiring manager asked which technologies they knew and whether they had used Terraform, so be honest about infrastructure experience.
Three of the four candidates report no offer, and two say communication stopped after the final round. Ask the recruiter about timing early and keep other applications moving. The evidence is limited to four reports, so treat the details as a guide to likely themes, not a fixed format.
Synthesized from 4 candidate reports by our editorial team.
Had an interview recently?
Share your experience. Unlock the full guide.
Real interview reports from people who went through the Avidxchange process.
Share your own interview experience to unlock all reports, or subscribe for full access.
Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Avidxchange
Select the 2nd highest salary in the engineering department
| Question | |
|---|---|
| Empty Neighborhoods | |
| Top Three Salaries | |
| Closest SAT Scores | |
| Merge Sorted Lists | |
| Subscription Overlap | |
| Random SQL Sample | |
| Top 5 Turnover Risk | |
| Top 3 Users | |
| Monthly Customer Report | |
| Rolling Bank Transactions | |
| Scrambled Tickets | |
| Find Bigrams | |
| Upsell Transactions | |
| Last Transaction | |
| Longest Streak Users | |
| Payments Received | |
| String Shift | |
| Customer Orders | |
| Size of Joins | |
| Find the Missing Number | |
| Comments Histogram | |
| Minimum Change | |
| Get Top N Frequent Words | |
| Raining in Seattle | |
| Bagging vs Boosting | |
| Employee Salaries (ETL Error) | |
| Flight Records | |
| Duplicate Rows | |
| Google Maps Improvement |
Synthesized from candidate reports. Individual experiences may vary.
Candidates report starting with a recruiter call. One describes it as casual and more about getting to know the role than a screen, and another says it was brief and standard. Expect questions about your interests and background, and use it to ask about the timeline.
Two software engineer candidates report a Karat-run technical interview. One says it covered basic JavaScript and data structures and algorithms. The other says it opened with OOP concepts and moved to a LeetCode-style problem. Practice both fundamentals and coding problems.
A senior engineer candidate and an intern candidate report conversations with a director or the team manager. Topics included OOP, .NET, DevOps, HTTP methods, which technologies the candidate knew, and Terraform experience. The intern candidate was asked about a failure. These may vary by level.
A senior engineer candidate reports a two-person in-person interview and a follow-up one-on-one, with generic questions about how their skills would transfer to the tech stack. This was reported by one candidate, so other software engineers may not see this stage.
Outcomes vary. One intern candidate accepted an offer, while three candidates report no offer. Two say they got no response after the final round, and one learned the role had closed after more than a month. Plan for possible silence and keep other processes active.
