Aya Healthcare Software Engineer interviews, decoded.

The interview process included two separate occasions. Both times, the process was described as a recruiter screening, followed by an interview with a manager who is not the hiring manager. If successful, there would be a final interview with the team. I advanced to the second round with positive feedback on my skills and interviews on both attempts, but was ultimately informed that no positions were available. It felt like a waste of my time because they advertised jobs that weren't actually open and had recruiters reach out to candidates for these non-existent roles. I'll be looking at companies that have real openings and respect their candidates' time.

I spoke with Hannah the recruiter first, she was great. Then I had a call with a software manager, followed by a final call with 3 managers and 1 lead engineer. The process was very transparent and straightforward.

I applied directly and a few days later got an email to do a Predictive Index assessment. After that, Josh, a recruiter, got in touch. He was super helpful and communicative. The process had three main parts: first, a recruiter phone screen, then a technical phone screen, and finally an in-person interview. The in-person part involved meeting Josh, then two senior engineers, and finally the CTO.