Anaplan Senior Software Engineer interview questions

Initially fluffy video call with manager, where he did the talking and told me how he thought I'd be a great addition to the team. He seemed to have really paid attention to my resume, which was nice. This led to a multi-person onsite interview. I met with a different manager first, who did most of the talking and asked few questions. I met with an engineer next, who had three problems (anagrams, roman numerals, and trie-based autocomplete). I completed the first two correctly, and didn't get much into the third. I was told no one did, and he let slip that their standards were high, but I'd done well. I met with an architect next. All light talk, although I sensed a "trying to catch me out" vibe here. You know, where you say something innocuous and they repeat it back in a vaguely menacing, questioning tone? Seemed like that, but perhaps it was my imagination. Then another engineer, with a binary tree problem. I gave him a recursive solution, and then described an iterative alternative. Very friendly, seemed happy, especially that I could do both variations. Then a platform architect with a really interesting distributed processing question we explored for two hours. He kept me an extra hour to really get into it. I was rejected. The recruiter told me it was because I lacked experience with frameworks they use, like Dropwizard and Docker. The former was particularly silly, as I've used it in my last three work projects and one personal project, and am pretty much an expert in its use by now. So I assume there was miscommunication, and the real reasons remain mysterious to me. Overall, a fun interview with smart people. A shame they didn't see a place for me on the team, or communicate back rejection reasons that made sense or helped me improve for other companies. I tried to be kind here, but reading the other things on Glassdoor, I can tell exactly who people talked to in several cases. My overall impression was they were selecting for people exactly like themselves, including the non-technical aspects, and that would limit their ability to hire. They might be under the (common) impression that they accept "only the top 10%," which can't be true for all the companies that claim it. I learned a few things from them during the process, and I do wish them well in their efforts to fill out their team.