Luxoft Frontend Engineer Interview Questions
& Process

So, about 3 years back, the interview process was supposed to have 3 stages. It started with a screening round, followed by a technical interview with Luxoft. The third stage was meant to be an interview with the client, but luckily, my profile was such a good fit that they actually skipped that last round.

I applied for a Frontend Engineer role and had to complete an online coding test as part of the initial screening. The coding environment was very basic, almost like a simple text editor, with no features like syntax highlighting, error checking, or formatting tools. I made a small error with a closing tag, which was hard to find without any visual aids or editor help. Because of this, I took too long and missed the deadline by just two minutes. I asked HR if I could retake it, explaining what happened, but they were unhelpful and said they couldn't send another assessment. I get that timing is important in coding tests, but the lack of basic editor features in the tool felt unfair. It's not typical for developers to work in such a bare environment, and it doesn't represent real work. A better assessment tool or at least some understanding from HR about the minor delay would have improved the experience. I think updating the assessment process and handling small delays more reasonably would make for a much better candidate experience.

I got contacted through LinkedIn and the recruiter asked me some basic questions over the phone. Then, I was invited to an interview at their office in Guadalajara, Jalisco (Mexico). Once I got there, I met a technical person who seemed unprepared. The interview started with very basic questions like 'What is HTML?' or 'What are the benefits of doctype declarations?', which made me wonder if they even read my resume. He then asked me to write code on a marker board at the table, asking tricky questions all along. It felt strange because he wasn't focused on my skills; instead, he seemed more interested in proving he was the most knowledgeable person. If I were the CEO, I'd want to ensure the recruiters are interviewing candidates effectively, and while I may not be the best interviewee, he certainly isn't the best interviewer for the company.