The process is fairly long, with no less than 8 rounds. It starts with the Hiring Manager screening, which in my case, went very well. The second screening is a coding exercise. A mix of spitting up a SQL query on the spot, and writing some code. Not particularily difficult, but as always, time pressure and stress will affect your performance and ability to clearly think. I got rejected after the second screen. Which is, while a little surprising, totally fine. What is not fine, however, is that they did not provide concrete and therefore actionable feedback. Based on my experience being on the other side, I am of the opinion that companies that do that simply show a lack of confidence in their scoring framework. The lack of transparency is borderline disrespectful, and in 2025, you ought to do better.

RevenueCat wants strong software engineers, really aligned towards the mission and values. It's very obvious through everyone you talk to how passionate they all are about the product. To me personally, it felt like every interview, while technical or non, is also a culture fit interview. You should learn about the product & values going in, and make sure you're aligned. To hold that high bar, I went through quite a few rounds - Initial Culture / Alignment interview with an Engineering Manager - Frontend-focused interview, implementing some components and talking through - Backend-focused interview, not Leetcode style, but more practical yet still testing DS & algorithms knowledge - Interview Panel - System Design. This is probably one of my favorite system design rounds ever, much more practical - Culture / Values interview. - Founder interview It's maybe a bit more process then standard, but when I see how RevenueCat seems to have managed to preserve great culture/passion, I think this is the tradeoff you have to make sometimes to have that.