FINN Software Engineer Interview Questions
& Process

The company has a great brand and culture. My first interview was with the Business Automation manager, which was different from the usual HR call, but it went well and he asked behavioral questions for the whole 40 minutes. Next, I had a take-home assignment to complete within a week. I put a lot of effort into it and enjoyed the creative freedom it offered, though it wasn't overly difficult. Following that, I had a lengthy 1.5-hour technical interview with two engineering managers. They asked a wide range of questions covering system design, architecture, performance, security, and more behavioral topics. These managers were very friendly and engaging. The final stage involved an interview with the Product Lead and VP Engineering. Unfortunately, I didn't pass this round, likely because they had already decided on rejection. The interview felt unenthusiastic, with basic questions and little engagement, though the VP Engineering seemed nice. The stated reason for rejection was a lack of experience with no-code/low-code tools, which I found odd given my CV. The whole process took about 1.5 months, which felt like a waste of time given the outcome. I'd still recommend applying due to the positive company spirit, but be prepared for a long process and potential rejection.

The hiring process at FINN was great. The recruiter was responsive and kept me updated. It has a couple more steps than some other startups, but it was surprisingly fast – only 2 weeks from the first interview to the offer. The process has 4 stages: a recruiter call with behavioral and admin questions, a coding assignment where I had to clone a part of a popular app, a technical interview discussing the assignment and company tech stack in a friendly environment, and a final interview with the supervisor and product manager for culture fit.

The interview process lasted about a month and consisted of four parts. First, there was a 45-minute get-to-know-you chat with a tech lead that included behavioral questions. Then, a 20-minute cognitive assessment was given, checking attention to detail, logical thinking, numerical reasoning, and verbal skills. After that, a take-home assignment was given, which involved automating a business scenario and took about a week to complete. Finally, a one-hour technical interview was conducted by the tech lead and a senior people manager, focusing on the take-home assignment and also including behavioral questions. Overall, the process was great, with quick responses between steps. The interviewers were nice and helpful, making the final part of the process easy.