Verra Mobility Interview Questions
& Process

The interview process included a phone screen, three rounds of interviews, and an offer. It was a great experience overall, very positive. The hiring manager and recruiter were nice and answered my questions. The process was easy and took less than two weeks.

I had a 30-minute interview scheduled with the hiring manager, but another interviewer joined unexpectedly. The hiring manager asked about my background, which was fine. Then the second interviewer switched to a technical challenge, wanting to see my technical match. She showed a small, unexplained screenshot of a webpage and asked how I'd automate it in Playwright, expecting a quick, detailed solution. I didn't have time to think, ask questions, or get context, so I gave a basic answer. She said they need someone who can automate immediately and don't have time to teach, which was surprising given my track record. It felt like an unfair evaluation because 30 minutes isn't enough for both behavioral and a rushed, unclear technical test. I later got feedback saying I did well but missed technical questions, which felt contradictory. The interview was unstructured, rushed, and frustrating.

It was a three round interview process. The first was a phone screen with a recruiter who seemed to know the team well and answered my questions fast. The second was a virtual interview with the VP of engineering. They were nice but talked a lot about how working from home is a bad idea. The third round was an onsite panel interview with the team. The panel asked about technical skills and job specifics. At the end of the panel, they mentioned how long it usually takes to get an offer. I heard back two days after the panel interview and was told I wasn't moving forward and they found other candidates. The job was posted again a few days later and seems to be posted frequently with small adjustments.

The recruiter I worked with was really unhelpful and flaky, never getting back to my emails after the interview. The interviews after the recruiter used the STAR method, which felt really rigid and didn't allow for natural conversation. In one interview with two people, one asked a question, and then the other asked the exact same one. It was hard to tell if it was intentional or if they weren't paying attention. Overall, it felt like the interviewers weren't really engaged.