The interview process included:

• A phone screening to assess role fit.
• Two technical screenings, with the most difficult coding problem encountered during this stage.
• Four full-day on-site rounds in NYC, comprising two implementation-heavy coding interviews and two system design questions.

While the questions themselves aren't inherently difficult on the surface – they don't expect you to solve a novel problem during the interview – the criteria used for evaluation feel more holistic and stricter than at other companies. For most FAANG-level companies, producing a working solution to a coding problem without being rude is sufficient. However, this is not enough for Jane Street.

My recruiter was very friendly and responsive, in fact, they were among the most friendly and responsive recruiters I've ever worked with.

Coding problems seemed more implementation-intensive. It seems interviewers have a strong emphasis on writing clean, understandable code.

Communication and collaboration with the interviewer also appear important; solving the problem perfectly doesn't seem to be as important as you might expect.

One of the system design interviews involved walking through a system you developed. I believe system design questions are only asked of lateral/experienced applicants.

I was not asked any explicit behavioral questions outside of the typical ones you might expect when retrospecting during the "walk through a system you developed" interview. I am told Jane Street doesn't have behavioral rounds for engineers in general.