Senior Software Engineer Interview Experience - New York, New York
Process
30-minute recruiter screening, followed by a 30-minute hiring manager screening the next week. Then, a 30-minute technical assessment the week after that, using Coderpad.
Everything was going great. I did well on the assessment, and then the recruiter ghosted me for about two weeks. I tried to reach out to her after that period to understand what was going on, and she said they've decided to move on with someone else.
Everything was going great for the first two weeks, and then it all turned out to be an exhilarating experience.
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Interview Statistics
The following metrics were computed from 11 interview experiences for the The New York Times Senior Software Engineer role in New York, New York.
Success Rate
The New York Times's interview process for their Senior Software Engineer roles in New York, New York is very selective, failing most engineers who go through it.
Experience Rating
Candidates reported having good feelings for The New York Times's Senior Software Engineer interview process in New York, New York.
The New York Times Work Experiences
- 4.0Good work-life balance. Difficult to grow careerSenior Software Engineer • Current EmployeeNew York, New York, United StatesOctober 12, 2025Pros: People are very nice. Projects can be challenging and interesting. Work-life balance is great.Cons: Moving up to senior or from senior to staff is extremely difficult. There has to be a "business need", not just merit. The technical bar could be higher, and pay isn't that competitive.
- 4.0Pretty good experience overallSenior Software Engineer • Current EmployeeNew York, New York, United StatesAugust 14, 2025Pros: Good tech culture, great people, developers and lower-level management. I actually enjoy working there as a tech specialist. Most of the products we develop in the company are not outdated, and tech debt is not growing significantly. Tech workers unionized recently, and that could help to get more leverage on the way we work.Cons: Upper management strategy and decisions are not clear for lower-level personnel. "We are not a tech company" is a common reason from management to reject some suggestions or complaints made by tech people. Some strange reorganizations are happening on the tech side as well. Many principal engineer roles are unoccupied now after people resigned or were fired, but the roles are not being fulfilled, neither from hiring nor from promoting.
- 4.0Freedom, But Low PaySenior Software Engineer • Current EmployeeNew York, New York, United StatesJune 17, 2025Pros: Freedom to work at your own discretionCons: Lower pay and management demanding higher velocity with fewer employees is hurting morale.
