Prepare for Twitter with a focused mix of coding, design, and communication. Start with your job description and confirm the interview loop with your recruiter.
01 / MAKE YOUR NEXT SESSION COUNT
Merge two sorted arrays. Then adapt your solution when one array has enough unused space to hold both. Explain how you avoid overwriting unread values.
A maintained invariant, correct boundary handling, and justified complexity.
Find the longest substring without repeating characters. Walk through a repeated character, an empty input, and a string with all unique characters.
Correct window updates, explicit character assumptions, and linear-time reasoning.
Describe a technical decision you changed after receiving feedback. Explain your contribution and the outcome.
Specific actions, honest reflection, and measurable impact.
BEFORE YOU PRACTICE
Get the details that a generic company guide cannot know.
Company-linked challenges and related lessons from our library. Not a prediction of your interview.
Aggregated from candidate submissions and public sources.
Historical figures from existing records; date and location may be unspecified. Verify current ranges on Levels.fyi.
Software Engineer (SWE)
Not Available
SWE II
$240,500
$154,857 base · $68,643 stock · $17,000 bonus
Senior SWE
$325,000
$175,600 base · $123,400 stock · $26,000 bonus
Staff SWE
$459,400
$210,800 base · $197,000 stock · $51,600 bonus
Senior Staff SWE
Not Available
1 report from candidates who interviewed at Twitter.
Reviews originally posted on Glassdoor.
Good work culture. Good food. Mostly nice coworkers. Easy dev tools and setup Interesting projects that provide impact. Nice office Transparency and trust. Not productive overall Conservative strategy and product improvement. More and more engineers are getting laid back or lazy. Not enough workforce that results in chaotic collaboration. Product planning and sync are sometimes unclear that responsibilities get shifted. Clear definition on responsibilities and better sync between teams and orgs. Be fair and honoring people that actually do the work.
Great offices and location. Free food and beverages and top equipment. Flexible working and good amount of time off encouraged. Poor management and leadership within local offices. Remote offices didn't work well and there was a lot of confusion about priorities and timelines. Poor hiring choices didn't help the demotivated workforce. Projects in London not challenging and no new larger projects were brought in to engineer and run. Listen more to the longer standing employees.
The people make it. There aren't too many teams, but the ones that are there are impactful running major company priorities. It has a small company vibe, and is generally a pleasure to go into the office each day. The product is great and all sections of the UK office from Sales, Media Partnerships, Engineering, are passionate about the company. The company grew quickly with the expectation that lots of stuff that was poorly designed/architected/written would be fixed as the company grew, but now isn't being focused on because there isn't the staff. This can seem surprising, but really is a bit of an opportunity - there is low hanging fruit all over the place and a chance to be impactful.
Lots of freedom to grow, lots of nice benefits like catered lunches, breakfast and dinner. Very shallow management structure. Departments are organised into small teams that have lots of freedom to work however they want (e. g. standups, meetings, issue tracking that they use). It's starting to be a bigger company and not a startup anymore, so things that used to work now don't anymore. Flexibility is lost for corporate structure.
Every one on the team is smart and nice! Every one is willing to help. The engineer culture is great. Very flexible working hours. Nice food and good benefits. Every coin has two sides: the flexibility in working hours means working at night or weekend is needed some time. Stock price dropped harshly last year. There is a balance between being adaptive and being too adaptive. Let's stick to a good plan. Do not change the high level roadmap too frequently.