Expedia, Inc. Software Engineer interview typically runs 4 rounds: recruiter call, online assessment, technical interviews, and behavioral/hiring manager. Timeline is usually a few weeks and the process is structured and fairly consistent.
$125K
Avg. Base Comp
$230K
Avg. Total Comp
5-6
Typical Rounds
3-6 weeks
Process Length
We've seen Expedia lean toward candidates who can stay calm across a pretty broad mix of signals, but the recurring theme is that clean reasoning matters more than flashy tricks. Multiple candidates described the coding as LeetCode-style and mostly easy-to-medium, with problems like Valid Parenthesis, string compression, anagrams, and palindrome variants. That tells us the bar is less about obscure algorithms and more about whether you can recognize the pattern quickly, write correct code, and explain your choices without getting tangled up.
A second pattern is how often Expedia uses the interview to probe practical judgment. Our candidates report OOP questions, big-O analysis, and follow-ups on past projects alongside the coding, which suggests they care about whether you can connect implementation details to engineering tradeoffs. The system design prompts were also grounded in real product thinking — one candidate was asked to design a notification service — so the strongest responses were the ones that stayed concrete and operational rather than abstract.
We also notice that Expedia’s interviewers tend to be friendly, but not passive. Several candidates mentioned cross-questioning, extra time to work through a problem, and a structured conversation that still dug into why decisions were made. That combination points to a company that values thoughtful communication under pressure as much as raw technical ability. If a candidate can explain their reasoning clearly and defend it when challenged, they usually come across as a much stronger fit here.
Synthetized from 4 candidates reports by our editorial team.
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Real interview reports from people who went through the Expedia, Inc. process.
The process started with a HireVue-style initial interview, which was a little awkward because I was speaking to a camera and recording my answers instead of talking to a person. There were about 7 to 10 questions total, and a few of them were typed rather than spoken. After that, I moved into a more standard loop that felt pretty structured: a recruiter call, an online assessment, a phone screen, and then an onsite-style set of rounds. The recruiter call was about 30 minutes and was mostly introductory. The OA had two coding problems, and I’d describe them as easy to medium overall. The phone screen had three questions, and the later technical rounds were where things got more intense.
The coding interview was LeetCode-style and had two medium questions, so it was less about trivia and more about recognizing the pattern quickly and writing clean code under time pressure. The system design round was discussion-based and had two questions, which made it feel broader than a single design prompt. I was also asked behavioral questions with the hiring manager, and that round felt more conversational than technical, but still important. Overall, the process was fairly wide-ranging and tested both algorithmic depth and practical system thinking. I wouldn’t call it impossible, but it did feel like they expected you to move quickly and stay organized across different types of rounds. I didn’t get an offer in the end, so my main takeaway is to be ready for a mix of coding, system design, and behavioral questions rather than focusing on just one area.
Prep tip from this candidate
Practice two-medium-question coding rounds under time pressure, and be ready for a system design interview that asks more than one question rather than a single deep dive. If you get a HireVue, expect some typed prompts mixed in with recorded answers, so rehearse concise spoken responses too.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Expedia, Inc.
Write a query to randomly sample a row from a big table.
| Question | |
|---|---|
| Permutation Palindrome | |
| Bagging vs Boosting | |
| Google Maps Improvement | |
| Nearest Common Ancestor | |
| Groups of Anagrams | |
| Hurdles In Data Projects | |
| Completed Shipments | |
| Target Indices | |
| Average Commute Time | |
| Average Ride Duration | |
| Count Transactions | |
| Implementing the Fibonacci Sequence in Three Different Methods | |
| Average Revenue per Customer | |
| Check Matching Parentheses | |
| String Palindromes | |
| Deciding Between Solutions | |
| Client Solution Pushback | |
| Best Performing Advertisers | |
| Your Strengths and Weaknesses | |
| Evaluate News | |
| Length Of Longest Palindrome | |
| 2nd Highest Salary | |
| Merge Sorted Lists | |
| Delivery Estimate Model | |
| Over-Budget Projects | |
| Raining in Seattle | |
| Employee Salaries | |
| Rectangle Overlap | |
| Weighted Keys |
Synthesized from candidate reports. Individual experiences may vary.
The process often starts with recruiter outreach or a HireVue-style recorded screen. Candidates may answer 7 to 10 behavioral and background prompts, including typed responses, before moving into the live technical stages.
Candidates are typically given a HackerRank-style coding assessment with two LeetCode-style problems, often easy to medium. Some versions include multiple-choice questions on OOP, basic algorithms, and Big-O analysis.
After the OA, candidates may have a phone screen with several technical questions. This round checks coding fundamentals, pattern recognition, and how clearly you explain your approach under time pressure.
The onsite-style loop usually includes back-to-back interviews with engineers or senior managers. Each round can include one or two LeetCode-style coding problems plus discussion of past projects, technical decisions, and problem solving.
One software engineering round is often discussion-based system design. Reported prompts include designing a notification service, with interviewers asking multiple follow-up questions rather than staying on a single narrow prompt.
The hiring manager conversation usually follows the technical rounds and is more focused on fit, background, and behavioral topics. Expect follow-ups about your experience, collaboration style, and how you make technical decisions.