Via Transportation Interview Questions
& Process

It was 6 rounds total, some were onsite. They asked a lot of leetcode questions, medium to hard difficulty. They can reject you at any round based on performance in that round alone, regardless of how you did before. Honestly felt like a waste of time, like free leetcode mock interviews. They rejected me for not being 'technical enough' because I struggled with one medium leetcode in the 3rd interview, even though I'd already solved 4-5 medium-hard leetcodes, a design question, and presented a project in prior interviews. Management seems to think they're Google, but their code looks like old monoliths nobody wants to deal with. Some interviewers were nice though.

I interviewed in late 2025. I skipped the initial HR screen because I had a referral and had interviewed there before. My process had two virtual interviews with people in different countries, a quick HR chat, and then an in-person superday with four distinct interviews. The interviews were very scenario-focused, as others have noted. The interviewers weren't a coordinated group. The hiring team didn't seem to know who the role would report to, even after the four interviews. It was tough to get a sense of the job even after talking to so many people. HR was responsive. I got a standard rejection email but was able to get a little feedback after following up.

It was a really long interview process. First, I had a 30-minute chat with an operations manager, then a quick call about logistics. After that, I spoke with a director-level person for 30 minutes, and then another 30-minute interview with an operations manager in a different city. About a week later, I had an interview with a VP. The operations managers seemed really into it and nice, but the higher-ups seemed like they just wanted to finish and were mostly reading off their screens. Since it was for a new city with no one hired yet, it felt like the interviewers weren't on the same page. It was pretty disorganized and could've been quicker and clearer if they had done panel interviews instead of five separate meetings. At some point, there's only so much you can ask about a job.

It all started with a quick 15-minute screener from the recruitment team, which was clear and communicative. Then came a 30-minute phone chat with someone in a similar role but on a different team. After that, it was back-to-back 30-minute video interviews with both someone in the same role I was applying for and the hiring manager. The last big step seemed to be this interview with a director-level executive.