This is a fairly standard game company interview, executed in a big-company style. The process typically begins with a recruiter phone interview, followed by a two-on-one phone interview with the relevant team. Next is a Skype/HackerRank interview, culminating in an all-day on-site assessment.

The on-site portion starts with a panel interview featuring all your interviewers. This is followed by a full day of interviews, some lasting an hour and a half, others an hour. The process concludes with a "literal boss level" encounter with the hiring manager and their boss. In League of Legends terms, you'll need your ultimate ability ready for this final encounter, as it's the last part of the hiring process.

The technical interview difficulty is industry standard, not overly challenging. The team members are easy to get along with and are very sharp. They particularly appreciate hearing about learning experiences, both positive and negative, so be prepared to share several examples.

The campus is exceptionally impressive, even if you've visited other high-end offices. However, be mindful of your interactions at the cafeteria, as this is an opportunity for them to assess your cultural fit with the peer group.

It appears that being player-focused at the developer level translates to ensuring everyone plays League of Legends. The more you play, the better. If you primarily play console games or don't play League, it's advisable to play it as competitively as possible for at least a couple of weeks before applying. Try all game modes and ensure the community doesn't negatively affect you. You're not expected to follow esports unless you're working in that specific area. As long as you can clearly discuss your gaming interests and experiences playing the game, they won't be overly concerned if you're not Level 30, and your rank in Bronze won't matter. However, being below level 10 might be a little embarrassing, and yes, they will ask about your experience and how you like to play League as a form of small talk.

Communication with recruiting is very good, but the overall process can be quite slow. Scheduling interviews and the on-site assessment can be difficult, and you may have to wait two weeks for an offer. Therefore, this might not be the best option for a developer who has recently been laid off.

Do you have experience working in a Scrum or Kanban environment?