Process
The overall process seems well-established, and everything is done in due time. They use the HackerRank platform for technical assessment.
The process includes:
- Phone screening
- HackerRank test
- Codepair challenge
- On-site interview
Their recruiter was extremely and uncomfortably pushy on determining my expected salary level. They didn't seem to like the result, though.
I dropped before the on-site interview, as they demanded I accept the salary level they were offering before they could appoint an interview. They didn't seem to pay attention to my past achievements nor recommendations.
Their engineering infrastructure seems a little bit old and proprietary, but I assume it's a good start for beginner/mid developers willing to join the financing industry.
Questions
Whom do you see yourself in our company in 5 years?
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Interview Statistics
The following metrics were computed from 2 interview experiences for the Flow Traders Java Developer role in Russia.
Success Rate
Flow Traders's interview process for their Java Developer roles in Russia is extremely selective, failing the vast majority of engineers.
Experience Rating
Candidates reported having mixed feelings for Flow Traders's Java Developer interview process in Russia.
Flow Traders Work Experiences
- 5.0Java Mid DeveloperJava Developer • Current EmployeeAmsterdam, NetherlandsSeptember 6, 2021Pros: Great workplace, always pushing you a bit more. Extremely nice are all the extras provided at the office. Definitely a place hard to leave.Cons: Depending on your team, you might do repetitive and not challenging work. Though if you ask for more, you'll get it, sooner or later.
- 5.0Great Team, Valuable WorkTrading Operations Engineer Co-op • Current EmployeeNew York, New York, United StatesNovember 12, 2025Pros: Great office Fun team Valuable workCons: Longer hours. Coding and SWE heavy.
- 1.0Markets Exposure, Unfair PayEngineer • Former EmployeeNew York, New York, United StatesSeptember 16, 2025Pros: Job experience and exposure to the Capital Markets.Cons: Lack of transparency and process in the bonus/remuneration system. Inherent bias in leadership hires/promotions.
