Candidates describe Xero's software engineer interviews as a mix of online assessments, refactoring or pair-programming exercises, and behavioral or hiring-manager conversations, with the format varying by level.
$178K
Avg. Base Comp
$215K
Avg. Total Comp
3-5 rounds
Typical Rounds
Not reported
Process Length
Candidates who describe Xero's software engineer interviews report a hands-on technical stage rather than a purely theoretical one. Two mention refactoring existing code. One senior candidate received a take-home task with a suggested 2-4 hours covering code design, error handling, performance, security, infrastructure, operability and testing. They timeboxed it to two hours and documented further improvements in a readme. They were told the solution did not implement enough improvements. Another software engineer described a code review and refactoring round with two developers. If you get a take-home, aim to address several of the listed areas rather than going deep on only one.
Live technical work is also reported. One senior candidate had a two-hour pair programming session with two lead engineers. The first half covered real-world experience, system architecture, cloud services and mentoring. The second half switched to a LeetCode-style interval merging problem. That candidate had earlier taken a HackerRank assessment on Node.js and React. Early-career candidates describe timed algorithm tests followed by one-way video interviews, with two minutes to prepare each answer. Their questions covered mistakes, missed deadlines, why Xero and the company's values.
The final stage varies. One software engineer met two hiring managers and found the conversation cold. The senior candidate above never reached the culture-fit round. Offers are rare in this set, so treat the reports as a guide to what can come up, not a fixed format. Communication gaps were also reported, so follow up proactively with your recruiter.
Synthesized from 14 candidate reports by our editorial team.
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Real interview reports from people who went through the Xero process.
The first part of the interview process was genuinely enjoyable. I was sent a case study two or three days before my initial round, which focused on people and delivery management—a refreshing change from the usual algorithm grind. Meeting with the engineering manager and a peer to discuss my approach felt collaborative and substantive. They seemed impressed with how I tackled it, and the technical folks I spoke with were great to work with. I advanced to the second round feeling confident.
Then came the Head of Engineering interview. It was framed as an experience-focused conversation, diving into leadership questions like how I'd describe a high-performing team and what it takes to build one. The tone was professional, but something felt off. When the offer came through for the Team Lead position, I was excited—it seemed like the right fit.
Here's where things fell apart. I travelled from abroad to Wellington to meet the team in person and discuss the role with management, as any reasonable candidate would. What I walked into was completely different from what had been promised. The engineering manager directly contradicted what HR had offered, saying I couldn't actually be the team lead. The rest of the team looked visibly checked out and suppressed—the atmosphere was toxic. It became clear there was internal misalignment about the role itself, and the manager's authority seemed to override HR's commitment. After I returned home, I declined the offer. The disconnect between what was negotiated and what the team was prepared to accept was too significant to ignore.
Prep tip from this candidate
If you advance to an offer at Xero for a leadership role, clarify the engineering manager's expectations and authority over the role before accepting—ask specific questions during the offer call about reporting structure and scope. The gap between HR and on-ground management appears to be a real risk.
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Topics based on recent interview experiences.
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Describing a data project and its challenges
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Synthesized from candidate reports. Individual experiences may vary.
Candidates typically report a short call with an internal recruiter about their background, current situation and motivation. One senior candidate also had an engineering manager screen that covered similar ground. Early-career candidates were asked why they want Xero and about its values, so have specific answers ready.
Several candidates report an online test, often on HackerRank, with timed coding questions and sometimes logic questions. One senior candidate described a Node.js and React assessment matching the job description. Early-career candidates also faced a one-way recorded video interview with two minutes to prepare each answer.
One candidate reports a take-home refactoring task, and another a code review round with two developers. The take-home asked for improvements across design, error handling, performance, security, operability and testing in a suggested 2-4 hours. That candidate was rejected for not attempting enough improvements.
One senior candidate reports a two-hour pair programming session with two lead engineers. The first half covered real-world experience, system architecture, cloud services and mentoring. The second half moved to a LeetCode-style interval merging problem. Prepare for both discussion and algorithm work.
The final stage is reported as a conversation with hiring managers or a culture-fit round. One software engineer met two hiring managers who asked basic questions, such as which area of software development they enjoy most, and found the round cold. Prepare clear examples of your interests and how you work.
