Their career framework is structured in a way where those who are recognized for their work are those who are put on recognizable projects.
They scaled too quickly. With that came a ton of re-orgs, reprioritization of work, dropping one ball to pick up another, and meetings.
HR was great for scheduling interviews. The interview process included: * One phone screen * Two onsite interviews The phone screen was technical, featuring interesting problems and general discussion about Coinbase. The two onsite interviews were
A recruiter reached out. I had a 30-minute phone screen, followed by a link to complete Code Signal and Cultural Assessment quizzes. I was given two weeks to complete them. Afterwards, I had four rounds of 1:1 interviews for the onsite.
I applied without a referral and was given a 90-minute coding challenge to complete on my own time. The questions were a series of programming challenges that increased in difficulty. They were all fairly straightforward, except for the last one, wh
HR was great for scheduling interviews. The interview process included: * One phone screen * Two onsite interviews The phone screen was technical, featuring interesting problems and general discussion about Coinbase. The two onsite interviews were
A recruiter reached out. I had a 30-minute phone screen, followed by a link to complete Code Signal and Cultural Assessment quizzes. I was given two weeks to complete them. Afterwards, I had four rounds of 1:1 interviews for the onsite.
I applied without a referral and was given a 90-minute coding challenge to complete on my own time. The questions were a series of programming challenges that increased in difficulty. They were all fairly straightforward, except for the last one, wh