Safe Security Software Engineer Interview Questions
& Process

I sent my resume to the recruiter, and they called to set up an interview. The first interview was 45 minutes, with a medium DSA question and a request to talk about my projects. Then, HR called to check if I was still interested so they could send the offer.

A recruiter from Safe Security contacted me on LinkedIn about an SDE-3 position. The interview journey, all done via video calls, went like this: First, a Recruiter Screening of about 20 minutes where I discussed my career path, self-assessed my skills in various tech stacks and on behavioral aspects, and shared details on my current pay structure (cash, ESOPs), expected salary, and notice time. A couple of days later, I was invited for the first technical interview. Tech Round 1, lasting 60 minutes, covered topics from my resume, core computer science concepts, my primary programming language, databases, and system design. I also had to solve a Data Structures and Algorithms problem and write an SQL query. The next day, the recruiter called with good news and scheduled the next round with the Hiring Manager. Tech Round 2, another 60-minute session, focused on my resume, past experiences, and challenges. It included more CS fundamentals and in-depth system design questions, culminating in a high-level design (HLD) problem and follow-ups. This round also involved behavioral and cultural fit questions, along with information about the work environment at Safe Security. The HM inquired about my earliest possible joining date, explaining the difficulties leaders face when candidates withdraw last minute after accepting offers. The following day, the recruiter shared positive feedback and set up a 15-minute call with Safe Security's Head of Talent Acquisition. During the TA call, no one showed up initially, and it was said to be rescheduled. After waiting about 5-6 days, I messaged the recruiter about the next steps. Within a couple of hours, I received a call where the recruiter directly asked if a specific salary package (fixed cash plus ESOPs) would be acceptable, noting the cash part was less than my current compensation. I found this odd and reiterated my current CTC, emphasizing the offered amount was significantly lower than my expectations. The recruiter then said she'd check and get back to me. No further calls came, and a few days later, I received a standard email stating they were proceeding with another candidate and I wasn't a fit at that time. I found it ironic given the HM's earlier comments about candidate drop-offs, making me wonder about their TA and overall recruitment strategy.

They came to our campus for recruitment. Firstly, they took the test on a survey form. Then the coming GD process was useless as they selected almost all. Complete waste of time so unprofessional. Out of the 100 people selected they only had 2 panels to interview them out of which one was selecting 80% of the candidates and the other hardly 15%. I know how they rejected the most knowledgeable and deserving people just because they had went to the panel which was just rejecting people on no basis no matter if the candidate answered all his questions and some even people who couldn’t even code were selected by the other panel. Don’t know what was going on. There had to be 2 technical rounds but due to their poor management they could manage only one. Please pay some attention to your recruitment process. You are losing out on good candidates just because of your recruitment process and team.