Spring Health Software Engineer Interview Questions
& Process

I had an initial screening which went well, followed by a call with the hiring manager. Then, they informed me about a three-round loop. Overall, it was a positive experience.

I applied online and had a recruiter chat, then a hiring manager chat. After that, I did a basic coding interview on Coderpad with two engineers. Then, they scheduled four more interviews: Coding, System Design, Product, and a meeting with the Director of Engineering. Early on, the recruiter sent links for Predictive Index's Behavior and Cognitive assessments, which I was told didn't need to be done right away. Scheduling and initial contact were fast. The hiring manager conversation was good and I learned about the role. The first coding interview was pretty simple. Things got a bit disorganized after that. The second coding interview was supposed to be a Ruby on Rails problem, but it wasn't set up in a Rails app on Coderpad, making it a bit unrealistic. It felt like it was put together quickly. Then I met with a Director of Product to talk about how engineering and product teams collaborate. He was about 5-10 minutes late. Right after, I had a call with a Director of Engineering. He was also about 10 minutes late, which was a bit frustrating given my time commitment. This talk was basic, covering past experiences with certain situations. He seemed a bit distracted, probably busy. The next day was the System Design interview. I joined the Zoom call and waited 10 minutes, then emailed the recruiter/coordinator because the interviewer hadn't shown up. I mentioned I'd wait another 5-10 minutes before suggesting a reschedule. The interviewer never appeared, and I didn't hear back for over a day, only to be told they chose another candidate. While I understand if they didn't think I was a fit, not showing up for an interview and not communicating is unprofessional. My feedback would be to ensure interviewers are prepared and trained, and prioritize punctuality. Having people show up late, or not at all, is not a good look. Also, better scheduling with buffers between meetings would prevent overruns.

We started with a 30-minute recruiter screen, then a 45-minute chat with the hiring manager. After that, it was a typical virtual onsite with three interviews: one for technical skills (1 hour), one for technical design (1 hour), and a 45-minute soft skills assessment. The final round was a 45-minute meeting with the CTO.