This place will work you to the bone and, come performance review time, tell you you are "ok".
60-hour weeks are pretty normal. If you are a hard-working engineer like I was, then this won't discourage you. However, the lack of acknowledgment of the work you put in and over-delivering on all of your objectives is very normal at Coinbase. Only about 2 in 10 engineers "exceed" expectations, and a lot of this is based on politics in my experience here.
Also, if you are looking to join and think pay equity is a good idea, then you have to accept the fact that you can outwork someone by 3x who is doing the bare minimum, and they will be compensated in the exact same way as you.
You need to adjust the way you incentivize employees. You will lose a lot of dedicated employees that view their hard work as just a waste of time.
I participated in an online interview where I worked with a programmer to solve a problem. It was a reasonably tricky problem, especially for a client engineering role. I felt I performed at a medium level, but I was ultimately rejected.
OA had medium LeetCode questions. Phone had a medium LeetCode question. Final consisted of an OOP problem and a hard graph problem. Overall experience was good, except one of the interviewers for the final who didn't interact.
The typical interview process includes an HR screen, a technical screen, a virtual onsite, and a recruiter call to extend the offer. It wasn't a terrible process; I thought it was fine. People have described the coding problems. The one about buying
I participated in an online interview where I worked with a programmer to solve a problem. It was a reasonably tricky problem, especially for a client engineering role. I felt I performed at a medium level, but I was ultimately rejected.
OA had medium LeetCode questions. Phone had a medium LeetCode question. Final consisted of an OOP problem and a hard graph problem. Overall experience was good, except one of the interviewers for the final who didn't interact.
The typical interview process includes an HR screen, a technical screen, a virtual onsite, and a recruiter call to extend the offer. It wasn't a terrible process; I thought it was fine. People have described the coding problems. The one about buying