The interview process included one screening round and then a virtual on-site interview. The on-site consisted of three technical interview rounds and one behavioral round.

Here is my breakdown of feedback for each round:

Recruiter: The recruiter was amazing. They were always on top of my hiring case and assisted me with anything they could.

Screening: My interviewer was friendly and able to provide additional explanations when needed. We also had great Q&As.

On-site Round 1: The interviewer chose not to disrupt my thinking process but offered help and clarification on problem statements.

On-site Round 2: This round went well. The interviewer asked me questions in a friendly way, which pushed me to think further to solve the problems.

On-site Round 3: This round is why I provided negative overall feedback. The interviewer specifically asked me to solve the problem in a way they wanted to see. The recruiters sent preparation notes for this round, and I had prepared accordingly. However, my approach was rejected even though it was working. I ended up spending more time Googling new APIs to solve the problem using the interviewer’s preferred approach. (I can provide specific feedback if the Brex people team emails me.)

On-site Round 4: These were standard behavioral questions, nothing surprising. This round also went well.

A side note: I was also interviewing for a major tech firm in the Valley, so I understand how to conduct interviews to collect good signals from candidates. For technical interviews, we often ignore minor details at the beginning and focus on the candidate's thinking process, problem-solving skills, and CS fundamentals. If time permits, we can then refactor code to make it more readable, scalable, and robust.

Signed NDA, but very similar to other tech firms.