Picnic Interview Questions
& Process

After applying, I got an email with possible time slots for an interview with HR. I set it up, and the talk was nice and comfortable, more informal. I was asked about my previous work, projects, and university work, and of course to introduce myself and so on. I also got useful information about the process after this step and about what they expect from a person in this role. I got an assignment in GitHub afterward and had to solve it in 5 days. I was asked to complete a Java backend task focused on processing and transforming streamed data. The task involved working with JSON input/output, implementing filtering, grouping, and sorting logic, and respecting certain performance and time constraints. It was a well-structured exercise that simulated a real-world engineering scenario and reflected Picnic’s strong coding standards. After about a week, I received a rejection, but a very detailed code review with things they wanted me to do better, like better software engineering practices overall. I felt bad because I gave my best and made a few stupid errors, but still, it is for a junior position, and I was disappointed a little bit.

I applied for an Early Career UX Designer role at Picnic. The initial contact was great, moving fast and professionally. But then I got an online assessment via TestGorilla, and it was the wrong test—it was for Brand Designer, not UX. A lot of questions were about marketing and brand terms, not what the UX job description was about. The test was also super rushed, making it hard to get through long, complicated questions, especially when the content was totally unexpected. It would be good if they could make sure candidates get the right test type, so the process is more fair and actually matches the job.

First, an HR screening where they asked about you, your background, and motivation. Then, a test task where you had to solve a real-life use case. After that, a tech interview with questions about your technical background, motivation, and a discussion about your test task decisions. Next, a behavioral interview asking about how you handle different situations from your previous experience and how you approach hard tasks. Finally, a pair-programming session where you need to solve a real-life task and then suggest improvements if your solution isn't the best. The process is good, and feedback is given fast.

The interview process was overall smooth: started with an HR screening, followed by an online assessment that was GMAT-like and quite difficult. Then, there were two one-hour back-to-back interviews, one for fit and one for a case study. The interviewers were professional and friendly, showing interest in my background. The case studies were simpler than typical consulting cases, but still required structure and preparation. Even though I received positive feedback on my case performance and my background (two years in top-tier strategy consulting), I was rejected because I apparently didn't emphasize my motivations for joining the company enough. This is strange because the interviewers didn't really stress this point, and I had already discussed it extensively during the HR interview. I think this was a silly reason for rejection, and I've seen on Glassdoor that others have received similar feedback. The selection process takes a lot of time, so consider carefully before committing.