It was a standard, semi-challenging, but ultimately fun interview experience. The questions pushed me to think critically, but the relaxed atmosphere and friendly interviewers made the whole process genuinely enjoyable and engaging.

1. Application & Resume Review Candidates either apply directly or are approached by a recruiter (common for experienced professionals). Valve looks for self-motivated, multidisciplinary people, often with standout portfolios or open-source contributions. 💬 2. Initial Contact / Recruiter Call A recruiter may reach out for an informal chat. Discussion focuses on fit with Valve’s flat structure, your past projects, and how you handle independent work. Cultural alignment is crucial, since Valve lacks traditional management. 🧠 3. Technical / Skills Interviews Depending on the role (e.g., software engineer, designer, artist), you’ll face tailored assessments: For Software Engineers: Live coding or take-home assignments Discussions on system design, game engines, or performance optimization Questions often explore problem-solving without strict constraints, reflecting Valve’s open-ended project culture For Designers/Artists: Portfolio review Critiques and conceptual discussions Possibly an on-site trial or exercise to simulate Valve’s real-world work style 🧑‍🤝‍🧑 4. In-Depth Interviews (On-site or Virtual) Multiple sessions with small teams or individuals across disciplines No hierarchy — everyone you meet might be a peer Questions dig into: Collaboration without management Initiative and decision-making Technical depth and creative thinking 🧭 5. Culture Fit / Peer Evaluation Valve’s flat structure means you’ll have no boss — your ability to self-direct is heavily scrutinized. Interviewers assess: Do you take initiative without being told? Are you comfortable picking your own projects? Can you thrive in ambiguous, open environments? 📝 6. Hiring Committee / Peer Review Your interviewers discuss and vote on your fit for Valve. There’s no HR-led final decision — it’s a peer-based process. If hired, you won’t be assigned a role — you’ll choose what team or project to join once inside. 🚀 7. Onboarding (Post-Hire) New hires are given a desk with wheels — literally — to emphasize mobility and flexibility. You are free to “move” to any team or project you find valuable.

You are contacted by a person that has been at the company for a long time. They will be coordinating most of the logistics until the front desk is tasked with scheduling your flight and hotel. The first interview is a technical phone screen where they probably ask you to do atoi. You should expect to do this basically perfectly. They'll also ask you some questions about your experience before the question to assess your technical depth. That's about an hour of time including questions for you to ask at the end. If you do well, you'll be flown out within the next couple of weeks to interview on site or you can interview remotely (the jobs are onsite). The onsite loop is as described in the majority of the reviews here. The questions are boring and they expect you to answer them in the way they usually see them. As I answered them in a different way, however optimal (up to debate), they were visibly/audibly frustrated. Each interview is a pair of employees, one pretty senior and one not as senior, typically from teams you'd be matched into. I'd say about 10% of them were personable and cared about me being there that day. The onsite loop day starts with two coding questions on a whiteboard (it's a very big whiteboard). I think I did okay and was able to solve the problems while accepting criticism and working with the interviewers (not sure they liked that though). Then there's a lunch interview which was awkward and I'd rather them have just let me eat alone and then ask me the same questions. At that point I thought I was going to be kicked out because I was waiting a while and they were probably deliberating as a half way point. I believe anyone can veto you during the process. I then had a non-technical interview as my 4/5th question which I believe I did well on but the interviewers were unenthused. 5 minutes after that interview ended, two people that interviewed me came back and ended the loop early with the following feedback: - Not enough evidence of technical depth - Not enough evidence of customer requirements gathering They advised me to interview again in the future when I have more experience. This was confusing feedback given my background in startups, but maybe they asked poor questions or I didn't answer their questions in a way that was satisfactory to them. I would have hoped for actual specific feedback. I'm pretty sure they just did not like me from a culture fit perspective, which is okay! The office is super cool and if you get invited onsite, you might as well go just to check it out. My take on Valve at this point is that as a small company, they have little incentive to recruit new people that can disrupt their structure and bonus incentives. They have a lot of money and cool tech at their disposal, so I hope they do good with it. I will not be recommending any of my friends interview there.