My experience was *exactly* the same as what was said here: https://www.glassdoor.com/Interview/Collage-com-Interview-RVW13828319.htm Not trying to toot my own horn, but as an example, I'm typically "sought after"... i.e. if Joe's available, you just hire him. I have a breadth of senior software dev experience across tons of languages with dozens of tier 1 customers (real, household names.. you'd recognize every one of the two dozen I'd mention, and that'd just be scratching the surface), across startups and established companies. From a management perspective, I gave clear examples of my experiences handling not just great engineers (because that's easy), but also so-so engineers, and "bad" engineers... engineers that just decide to phone in their work. Actually, one of the approaches I gave sounded pretty interesting to one of my interviewers, and I'd not be surprised if they went and implemented it. This company is clearly focused on the wrong things during their interview process. It feels like if your code isn't "perfect" ... (a completely relative term.. as it's whatever 'perfect' means in terms of their standards), the rest doesn't matter. Any senior dev worth his salt I'm certain could pick up whatever it is they felt was "missing" in a day, and as I told them in my interview, I'd use my personal time doing it, because it's just what I love to do. Like the linked interview above, I too would have given it my all. I hope they see the feedback posted here and can learn from it as a company.