Software Engineer Interview Experience - Canada
Process
Applied online, heard back from a recruiter almost immediately. Talked with hiring manager, followed by a coding test. Another phone screen on algorithms. Got called for onsite. Day full of interviews on various topics, including another coding test. Pretty thorough. Recruiters were quick and responsive. Took a while to schedule the on-site.
However, once the process starts to move, it moves pretty quickly.
Questions
A coding question. It was not difficult, but with the time constraint, it becomes tough.
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Interview Statistics
The following metrics were computed from 7 interview experiences for the PagerDuty Software Engineer role in Canada.
Success Rate
PagerDuty's interview process for their Software Engineer roles in Canada is extremely selective, failing the vast majority of engineers.
Experience Rating
Candidates reported having very good feelings for PagerDuty's Software Engineer interview process in Canada.
PagerDuty Work Experiences
- 4.0PerfectSoftware Engineer • Current EmployeeSan Francisco, CaliforniaJune 2, 2021Pros: The company has a great culture and work life balance.Cons: Sometimes execution speed seems slow for the size of the company.
- 5.0Great Company that really cares about its peopleSoftware Engineer • Current EmployeeMay 28, 2020Pros: It has a great culture, takes care of employees, and is as transparent as can be for a company of its size.Cons: Decision making can sometimes take a long time and be a tad bureaucratic.
- 5.0Progressive, remote-friendly company that promotes growthSoftware Engineer • Current EmployeeToronto, CanadaApril 7, 2022Pros: Nice work/life balance and great culture. I have been impressed with the way this company handled the pandemic - they added an "Employee health day" off every month as well as extra sick days. They offered a stipend to purchase work from home equipment and another monthly stipend to cover internet bills. The work is challenging and the people are pretty great.Cons: Re-orgs happen much too frequently and lead to confusion and loss of direction/purpose. The people responsible for re-orgs are likely being rewarded for the company's success for "shaking things up", but they don't seem to be held responsible for the attrition that they cause.
