1. Recruiter call. Asked "why Adyen", and salary expectations, and warned that there will be a codility test, where the quality of the task is not that important. What's important - is to be able to discuss the solution during the code review. 2. Codility test. 120 minutes, 3 tasks - PostgreSQL query (potentially with schema modification), arithmetic challenge (codility test for nails hammer on hold - search it in the internet), Streams+Lomboc challenge, where the description does not match the unit tests. 3. 60 minutes of panel grilling - one author+two reviewers, in orther words, Gruppencodeüberprüfung. Yes, it was that harsh. One week later, after the codility tests, late enough to forget everything already, we had a chance to do "code review". That's very live example of the stale merge request being reviewed. First, the interviewers introduced themselves, then asked "why Adyen", and then went on to critics. And there it turned out that I now need to defend "why my solution is the best possible", which directly contradicts with what was said in (1). Recommendations to the candidate: 1. Do your best to save the challenge texts for later. You'll need to review them before the interview. It is required that you remember the definition from the top of your head during the interview, however you lose access to the challenge 120 minutes after starting working on it. 2. Don't pretend you know more that you know. Given that there are 2 interviewers, but only one you, chances are that at least one of them will spot your overstretch.