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Hiring Processes in Large Companies
Review of hiring processes in large companies using the example of T-Bank
Let’s walk through a typical hiring flow with several sequential interviews. Each stage has a distinct purpose and evaluates the candidate from a different angle.
BigTech hiring funnel
Recruiter screening
Initial HR contact
Algorithm interview
Coding & Data Structures
Platform / Language
Depth of technical knowledge
System Design
Ability to design systems
Behavioral Interview
Soft skills & culture fit
Offer
Final decision
Recruiter screening
At the first stage, a recruiter or HR specialist contacts the candidate. The goal is to discuss experience, role and compensation expectations, and baseline motivation. This is usually a phone screen or a short video call.
This round includes basic resume questions and motivation checks. The purpose is to filter out candidates who clearly do not meet baseline requirements or are not genuinely interested in the role.
Algorithmic interview (coding interview)
If screening is successful, the candidate moves to one or more coding rounds. This usually means solving algorithmic problems and writing code in a selected language (often in an online editor).
An experienced engineer presents a task (data structures, search, sorting, and related topics) and evaluates both problem-solving and code quality. In large companies, these questions are usually standardized and similar to common LeetCode-style patterns.
🎯 Stage goal
Confirm that the candidate has solid CS fundamentals: can solve problems efficiently, understands algorithms and data structures, and writes correct, maintainable code.
Section by platform or language
This stage focuses on platform and language depth. Interviewers ask about language primitives, framework capabilities, common implementation patterns, concurrency, memory model details, and other platform-specific topics.
System Design Interview
For middle+ and senior roles, the next critical stage is the System Design interview. It is fundamentally different from coding rounds.
The candidate receives an open-ended task, for example: “Design service X to satisfy the following requirements.” The candidate is expected to:
- Stay structured under ambiguity
- Clarify requirements methodically (users, scale constraints, security, etc.)
- Outline a high-level architecture
- Explain technology choices and trade-offs
📊 Format
A System Design round typically lasts 45-60 minutes and feels more like a collaborative engineering discussion than an exam.
Behavioral interview
Most processes include a behavioral round focused on soft skills and company values. The format differs by company: it can be a dedicated session with HR or the hiring manager, or short behavioral segments inside technical rounds.
Typical questions:
- “Tell us about a conflict in the team and how you resolved it.”
- “Give me an example of a time when you took leadership on a complex project.”
- “How do you deal with stress and criticism?”
At Amazon, many questions map directly to Leadership Principles, and candidates are expected to provide concrete examples from past work.
Final stages
After technical and behavioral rounds are complete, the final decision phase begins. In some companies, a hiring committee reviews all interviewer feedback and makes a collective offer/no-offer decision.
If the candidate clears the process, the recruiter extends the offer. Then comes negotiation (compensation, bonuses, start date) and final acceptance.
📝 Important to note
This sequence is a typical model, not a strict rule. Companies can reorder or combine rounds, but the core evaluation dimensions are similar across Big Tech.
Specialized types of interviews
Large organizations often add role-specific interviews:
- SRE (Site Reliability Engineer) — often includes a Troubleshooting round instead of a classic System Design round, focused on incident response skills
- Team leaders — dedicated managerial case interviews
- Staff+ engineers — deeper discussion of architecture strategy and engineering process (Architecture & SDLC)
In short, the higher the level, the broader and deeper the interview loop. For senior roles, architecture evaluation grows in weight, and there may be multiple design-focused rounds.