Process
Basic behavioral phone screen with recruiter.
Recruiter and I didn’t get a good conversation flow started. I had a list of questions prepared to ask about the company; the recruiter kept redirecting me to talk only about the interview process.
Seemed rushed. Have heard good things about the company, however.
Was not invited to continue onto the tech screen (not surprised, as I felt like this was going to be the outcome based on our phone call).
Questions
Tell me about yourself.
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Interview Statistics
The following metrics were computed from 31 interview experiences for the Handshake Software Engineer role in United States.
Success Rate
Handshake's interview process for their Software Engineer roles in the United States is on the easier side as most engineers get an offer after going through it.
Experience Rating
Candidates reported having very good feelings for Handshake's Software Engineer interview process in United States.
Handshake Work Experiences
- 2.0Great mission overshadowed by stressful cultureSoftware Engineer • Current EmployeeSeptember 29, 2026Pros: I had a great mission at first.Cons: Stress-induced culture causing most legacy engineers to quit.
- 3.0A very fast-moving cultureSoftware Engineer • Current EmployeeDenver, Colorado, United StatesDecember 7, 2020Pros: - Very friendly coworkers - Opportunity to mold your position the way you want - Very supportive team - Diverse company - Opportunities for growth - Unlimited (Flexible) PTO - Focused on improving the cultureCons: - Very social and exhausting. - Often called out to speak even when you feel uncomfortable. - Way too many meetings (probably because of COVID). - The culture is very fast, which makes it more challenging to produce high quality. - Possible bias in selecting seniority level.
- 2.0Not what it wasSoftware Engineer • Current EmployeeMarch 10, 2026Pros: A lot of the people who have been there for a while are great, hard workers, but the culture has changed drastically over the years.Cons: Leadership, poor management, and a lack of career growth exist because all they worry about are deliverables and not the people who work there. Poor management gets rewarded even after HR fiascos as long as they are pushing for high output over quality. The company used to value empathy and the people who worked there, but over time the people who practiced that have left.
