Improbable Game Developer Interview Questions
& Process

it was a pretty long process, took about three months to finish. I wish they gave me more detailed feedback on the technical questions and a clearer idea of what they wanted.

This was my first interview for a game-related job, and I learned a lot. The interviewers were nice, and my hiring manager was great. I made it to the final stage and got good feedback at each step. They also kept me informed about what was going on, so I never felt out of the loop. They decided not to hire me this time, saying it was a close call but the other person had better technical skills. I wish them luck.

The interview process started with a recruiter screen covering the role, process, and motivation, and also asking about current salary. Then, a tech lead and project manager interviewed me about past experience, the role, and some behavioral questions. After that, I spoke with the department director about past experience, career progression, and weaknesses, with a focus on the role and allowing for questions. This was followed by a virtual on-site that included a 90-minute C++ quiz where I had to design and extend a data structure to solve problems (like LC medium/difficult). I got good feedback on this. Next was a behavioral interview with a team member, focusing on negative past experiences. This passed. Then, I had a system presentation interview with the department director, where I presented a game-related technical approach from a project, followed by extensive Q&A. I got good feedback. A few days later, the recruiter called to discuss feedback, prepare me for the next stage, and ask about salary expectations, indicating an offer was likely. They mentioned awareness of my small team background but were confident in my senior potential. The strangest part was the final culture fit interview, which was with two principal engineers (not VPs as expected), and I wasn't notified of the change. My prepared questions were useless, and one interviewer seemed uninterested. It felt like an interrogation, with assumptions that I wasn't interested in the company or role, couldn't work in a large company, and rehashed questions about negative experiences. A week later, I received a rejection email citing past experience as not a good fit. The recruiter was professional, and the team members were nice, but the final interviewers were rude and arrogant. My advice for improving the hiring process would be more technical tests and fewer behavioral interviews.