Capital One Interview Questions

Pretty quick process overall, I applied (with referral) and a recruiter emailed me 3 hours later. After a resume review call I did the codesignal tech screen which they give you two weeks to do, but the recruiter was pushing for me to get it done sooner. 4 questions in 70 minutes, the first two were a total joke not algorithmic at all, third one was much longer but not leetcode style, just some code organizing and processing i/o. Last one was a tougher LC medium at least, didn't get it but I still got 140 points for an easy brute force solution. You don't need to get a lot of points to pass, maybe 800/1200? I passed with 810/1200 because I ran out of time getting bogged down with the output formatting of question 3. Then Power Day was a week later, I was backend so it was case, backend system design, coding, and behavioral for the four rounds. Interviewers were generally pretty friendly.

Recruiter Screening Hiring Manager Screening Mini case - typical product design case Power day- Product design case, Job skills case (walk me through a project you've worked on) , Job fit behavioral questions and analyst case If you fail any of the 4 cases on power day, its a rejection. Capital One is very strict on requirements despite having a good HR process of walking you through it. Its discouraging to put in days of preparation and studying to get rejected even if you're slightly dinged on 1 or even 1/2 a section.

Hr screening call, first round mini case, second round four cases (including a product related one). It was a smooth process, but four interviews in one day were extremely exhausting.

Overall easy questions. Many jobs need natural leadership ability to succeed. Not only that, leadership ability helps candidates grow exponentially in their careers in short periods. herefore, if your candidate shows strong leadership ability, make sure to appraise that. It will help them build confidence.

A screening call with the recruiter, followed by a video call with the hiring manager. They both heavily implied that I'd be moving forward to a Power Day — speaking with multiple other team members — but then I was notified that the role was removed. Good for them for realizing budget issues BEFORE hiring people rather than laying them off later, but it's also a waste of your budget to spend time hiring for a role that you eliminate a month later, and makes quality candidates feel strung along.

Reached out to me on LinkedIn for a phone call to find tell me more about the opportunity after sending CV then ended up being a phone interview with brainteasers

It is a multi-stage process with both a technical and behavioral portion. It is required to first pass the first couple of technical interviews before moving onto the behavioral stage.

Was very disorganized. Had multiple interviews as part of a mega day and one interviewer didn't show up for 20 minutes so had to contact the recruiter to understand what was happening. What was worse was that they were less than apologetic about this.

Phone screen with recruiter, hiring manager screen, then panel interview ("power day" described on their website, although mine was spread across several days). Everyone was very kind and respectful, and I appreciated that everything was conducted via Zoom. I heard back promptly that I was not receiving an offer and would just ask the recruiting team to please make it a habit to just share the "no offer" news via email versus asking to schedule a phone call. I don't want to build time for a meeting into my calendar just to get rejected! That was my only negative part of the experience.

Video interview. Data analysis questions and general questions. About 5 questions in total, had to do some simple maths as well but nothing too difficult. Took about an hour max