Gusto's recruiter reached out to me, and the process was pretty standard after that: a recruiter call, a technical phone screen, and then an onsite.

In the phone interview, the problem was challenging, as there was a lot of business logic to implement within the given timeframe.

At my onsite, I had two behavioral interviews, three technical sessions, and a lunch break with great food. One technical session involved pair programming some business logic, another was more algorithm/data structure focused, and the last was another pair programming session to implement a UI feature from scratch. All of my interviewers were a pleasure to work with, helping me focus my efforts on the technical portions and asking thoughtful questions in the behavioral ones.

My recruiter, Matt, was a fantastic resource throughout the process. He provided a ton of information in our initial call, prepped me for the onsite with a detailed PDF and phone call, and was a transparent confidant through the offer stage. There was a tight feedback loop after each step, and the level of communication throughout was thorough and honest. He even put me in touch with some of the senior engineering leadership to learn more about internal practices for career growth and culture. I had every question answered and more. Though I was considering multiple offers, I never felt pressured; the focus was on me as a person and not just a Gusto candidate.

Overall, the process was super smooth and no stone was left unturned. I've yet to see a company run its recruitment better. It's pretty clear from interviewing with them that Gusto puts its people first.

Implement core business logic given a set of tests.

String manipulation.

Create a UI component.