The interview process typically consists of 3 or 4 rounds, culminating in a final HR round.

Interviews themselves are not well-defined. You may encounter individuals who haven't written code in years asking programming questions. Furthermore, those who lack the understanding to map a role with necessary competencies are often assigned as hiring managers. Consequently, interviews for SDE2/3 roles, and even SDE4/5, may not go as expected. If they like you at first glance, you are hired, with the same questions and a predictable charade. Preparation using an interview website should be sufficient for success, as many questions are repeated, and the coding round is often non-existent.

They may call you for a specific role, but the offer presented is often for one or two levels below. When questioned, they claim the levels were determined by interview performance. This is rarely the truth; it typically depends on your current salary band. If your incoming salary aligns with a lower level, you are disadvantaged. They may attempt to hardball, but it is advisable to never accept an offer if it doesn't match the exact role and level initially promised. Recruiters are often temporary and change positions frequently, showing little interest in ensuring you receive a fair offer.

Once inside, careers can be manipulated in the name of quotas and pyramidal career ladders. Promotions are frequently awarded to a select group of managers' favorites, leaving others overlooked.

linked lists, databases, cache coherence, sequence files, and other HDFS storage schemes.

Project done so far, challenges, etc., architecture rounds.