Process
It was mostly standard, and everyone was nice to talk to.
First was a recruiter call, then a chat with the manager about my past experience, then a 4-round virtual onsite with 2 coding rounds, 1 system design, and 1 behavioral.
The recruiter had been in touch with me regularly leading up to the interview, then completely ghosted me after it.
The pay they were offering was also below industry average.
Don't waste your time applying here.
Questions
One of the coding rounds was tougher than the other, as it was quite ambiguous what you were even supposed to do. System design I also found challenging, as instead of starting a dialogue about the requirements, I was presented with a wall of text detailing requirements, which really threw me off. The hardest part was keeping track of it and rereading the text to make sure I didn't miss any.
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Interview Statistics
The following metrics were computed from 48 interview experiences for the The New York Times Software Engineer role in United States.
Success Rate
The New York Times's interview process for their Software Engineer roles in the United States is extremely selective, failing the vast majority of engineers.
Experience Rating
Candidates reported having mixed feelings for The New York Times's Software Engineer interview process in United States.
The New York Times Work Experiences
- 2.0Experience depends on the teamSoftware Engineer • Former EmployeeNew York Mills, New York, United StatesJanuary 11, 2025Pros: Great place to learn new tech.Cons: Landscape does not support growth.
- 3.0Smart Team, Slow GrowthSoftware Engineer • Former EmployeeFebruary 15, 2021Pros: Opportunity to work collaboratively with top engineers.Cons: Hard to get promotions or raises.
- 2.0Prestige Over PaySoftware Engineer • Current EmployeeNew York, New York, United StatesNovember 11, 2024Pros: Working for one of the only prestigious news orgs left. Big office. Looks good on a resume.Cons: An unreasonable management is at odds with the tech union. This makes for major morale issues. All positions are underpaid compared to others in the industry, but management refuses to pay competitive compensation or benefits. There is also a major shift to return to office, with 2 days a week and 3+ indicated in the future.
