Sitetracker Software Engineer Interview Questions
& Process

My interview journey at Sitetracker was pretty involved, starting with a chat with the hiring manager about who I am and what I'm looking for. Then, there was a technical interview that really dug into Salesforce stuff, how I solve problems, and some actual coding. After that, I talked to someone from People Operations about the company vibe, the perks, and what they expect from people. The last part was meeting with the Engineering Manager and the VP to really talk tech skills, projects I've done, and if I fit with what they're aiming for. It all felt pretty organized and moved along fast. The people interviewing me knew their stuff and asked good questions, mostly about Salesforce coding, solving puzzles, and designing systems. Talking with the higher-ups gave me a good feel for where the company is headed.

The interview started off great. After the initial round, I had a really good chat with a manager where we discussed my background and I got to learn more about the role. Then came a technical interview. It was going really well, but then with about 20 minutes left, they surprised me with a live coding test. Usually, companies give a heads-up about live coding tests beforehand, so it was unexpected. The problems themselves were pretty straightforward, but trying to understand the issue and come up with a solid solution in just the last 20 minutes isn't really practical. It's a shame because the fixes were actually simple, but the development environment and libraries they're using are super outdated. My advice for them: if you're looking for engineers to update your legacy code, maybe let them work with more modern code instead of testing for skills people haven't used in over five years. One of my solutions would have worked perfectly if it were compatible with any of the last five versions of the library. I get wanting familiarity with older libraries, but knowing the newer versions is way more important, especially if that's the direction the company wants to go.

The whole thing had five steps. First up was a coding round where I had to manually code and solve two easy problems. Then, we had a group discussion (GD) about current tech stuff. After that, it was a technical evaluation where they checked my OOP knowledge and asked me to explain the code I wrote. There were also two cultural fit interviews which were just chill chats to see if I'd fit in. Finally, I had a relaxed chat with HR at the office.