Aggregated from 4 candidate experiences for ALL.
Twitter’s hiring process for technical roles, particularly for interns and senior candidates, exhibits a mix of structured technical assessments and inconsistent interviewer preparedness. Interns typically face open-ended online assessments or multi-round interviews, while senior roles may encounter unstructured or poorly conducted phone screens. The process often emphasizes role-dependent fit, but variability in interviewer quality can impact candidate experience.
The candidate applied for an internship and completed the OA, but received no further communication after an automated status update email. The process remained stalled without a final decision.
The candidate completed an online assessment with all questions solved.
The candidate completed an online assessment as part of the initial application process.
The interview process at Twitter for the Software Engineering Intern role was described as fair and team-focused, emphasizing role-dependent fit over hard algorithmic problems. The process included an open online technical test, a phone screening, a technical interview, and a managerial interview. Success depended on maintaining technical accuracy, having a strong resume, and demonstrating friendly interaction with recruiters and interviewers.
Open online technical test on HackerRank, 1 week duration, consisting of 3-4 algorithmic problems (easy-medium difficulty). Questions varied based on role preferences selected during application.
Open online technical test conducted on HackerRank platform. Candidates were given 1 week to solve 3-4 algorithmic problems of easy-medium difficulty. The problem set varied depending on the roles selected during the application process.
A 30-minute phone screening conducted after the candidate was matched to a team at Twitter. Included a self-introduction, discussion about previous experience, and general behavioral questions. The interviewer also asked about team fit and provided a description of the team.
A 45-minute Skype interview focused on problem-solving and project discussion. The round began with a self-introduction and a quick discussion about the candidate's projects. The interviewer then asked a medium-level LeetCode problem, which was progressive in nature. The candidate was given an easy problem initially, with increasing complexity based on their performance.
A 30-minute interview focused on general behavioral questions and interaction with the team. The interviewer assessed the candidate's fit for the team and role through discussions about past experiences and team dynamics.
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