Sources checked 2026-08-10
A four-phase loop that hires for potential, with each interview owning a named skill area, coding, craftsmanship, engineering design, communication and leadership.
2 of 4 stages you can practise here
Recruiting reviews applications against the basic and preferred qualifications on the job description. Not simulated as a live round.
You meet several team members, and per LinkedIn 'each interview will focus on a different skill area.' For SWE this reliably includes coding rounds, system design (experienced hires), and a behavioral/values round. Simulated as the coding, system-design, and behavioral rounds.
4 rounds you can practise
Usually the hiring manager
Whiteboard/virtual-canvas discussion, product-centric and anchored on real LinkedIn features
~60 minutes in a shared online editor where code runs
45-60 minutes in a shared editor or on a whiteboard-style canvas
The hiring team assesses fit and potential; LinkedIn notes this stage 'may need several weeks.' Includes team-match. Not simulated.
Built from what LinkedIn publishes about its own process and from real interview data. No leaked question lists. The questions you get are generated against your own resume, so they are not from anyone else's interview.
The four official stages (Application, Conversation, Interview, Decision), the 'each interview will focus on a different skill area' language, and the 'fair, inclusive and transparent process for every candidate' priority.
The official engineer behavioral/technical sample questions, each mapped to a competency and what-to-assess (the closest thing to a published rubric).
The IC ladder used for level framing: IC1 Apprentice, IC2 Software Engineer, IC3 Senior, IC4 Staff and above; new grads typically enter at IC2.
Commonly-asked coding patterns and the algorithm practice set used to inform the coding-round problem selection.
Sources last checked . Hiring loops change, so this date is the honest limit on everything above.