859 real OpenAI interview questions (2026): OpenAI Tech Screen; OpenAI Fulltime Tech Phone Screen Experience for Software Engineer. Verified candidate reports — coding, system design, behavioral.

OpenAI Tech Screen

openai 电面

openai店面挂经

开放爱recruiter call 挂经

2026年4-9月 OpenAI 面经整理：271篇扒完，Q3题库换血

开放爱全套

openai 新题  card game + 换题

oai 面镜

开放爱电面过经

Open AI SDE phone screen (System Design, Reject)

开放爱虚拟现场行为

开放爱虚拟现场设计

开放爱虚拟现场深度跳水

开放爱虚拟现场代码

开发爱昂赛

开放爱VO关闭经

[面试经验] OpenAI 8道coding+5道SD原题 PDF附件（原帖审核中）

开放爱店面coding疑似新题

OpenAI GPU Credit II 怎么优化避免每次从 T0 replay？

oai research org没有具体prompt

## Pipeline

A typical OpenAI loop runs:

1. **Recruiter / HR screen** (~30 min). Process intro + standard BQ (why OpenAI, why leave, salary expectations, location). HR will not share interview-specific feedback later — this is a stated company policy, not an oversight.
2. **Phone screen — coding** (60 min). Almost always one prompt occupying the entire hour, with 3-5 progressive sub-parts. The interviewer expects the first 2-3 parts done with clean code and edges handled.
3. **Final loop** — by the company's own framing, "4–6 hours of final interviews with 4–6 people over 1–2 days." On a SWE / RS / RE pipeline this concretely lands as 4-5 rounds:
    - 1-2× coding (sometimes a separate ML programming round for RS / RE),
    - 1× system design or ML system design,
    - 1× technical deep dive (slide-based, on your strongest project),
    - 1× HM behavioral — the final gate.

XFN / PM / cross-functional pitch rounds appear on some loops.

## Typical timeline

- Resume review window after application: roughly one week.
- Recruiter reachout → HR call → phone screen: typically 2-3 weeks apart.
- Phone screen → final loop: 1-2 weeks scheduling, then the loop runs over 1-2 consecutive days.
- Final loop → decision: target is "within one week of final interviews," though team-match cases can stretch this to 1-2 weeks longer.

## Format

The default mode is **virtual** (video calls with screen-share for technical rounds). Candidates may request to interview onsite in San Francisco; that's the documented opt-in, not the default. Pre-loop, the recruiter confirms which rounds use Colab vs the standard coding platform.

## Signaling notes

- The HM BQ + technical deep dive are **gated** — they only "unlock" if the technical rounds passed. Reaching them is itself a positive signal.
- HR asking for internal references on Day 1 after the interview is widely read as a borderline-status signal — not a guaranteed pass.
- Quiet HM in the BQ round ("HM not selling the role") is widely cited as a negative signal. Counter it by proactively pitching role fit rather than passively answering.

## What the bar emphasizes

The published hiring philosophy is explicitly *not* credential-driven: the company flags collaboration, communication, openness to feedback, and mission alignment as core axes alongside the technical bar. Practically this maps onto the deep dive (collaboration + communication signals) and the HM BQ (mission alignment), which is why "Why OpenAI / AGI / safety" gets its own dedicated round and is treated as a real gate, not a formality.

## Post-loop add-on: the 15-minute HM call

A short (≈15 min) HM call sometimes appears between the loop pass signal and the team-match phase. Recruiters frame it as "no prep needed, just a chat," but it is graded: candidates have moved forward after positive technical feedback only to be rejected after a flat HM call. Treat it as a compressed HM round — have a sharp 'why OpenAI' and one timeline-pressure story ready, even though the format reads casual.

## Compensation & process signals (mid-2026)

- **Recruiter speed**: outreach can land within ~2 days of applying, weekends included.
- **Three-stage framing** a recruiter recently laid out: Stage 1 — two technical rounds (~60 min data-structures/coding + a system-design round); Stage 2 — virtual onsite (60-min coding, a live refactoring/optimization round, and the slide-based technical deep dive); Stage 3 — hiring manager.
- **Base salary** quoted in a recent recruiter call: roughly up to ~$327K (L5) and ~$385K (L6) base; total comp adds equity on top.
- **Debrief cadence** is commonly Tuesday / Friday, so the wait between the final round and a decision tends to bucket around those days.
- **Performance review** is framed loosely around 90-day and 1-year checkpoints.

## Late-stage rejection patterns

Positive mid-loop feedback does **not** predict the outcome. Multiple candidates cleared the technical loop with explicitly positive signals, then either (a) were given a surprise add-on round (e.g. a director "match" conversation) and rejected afterward with "not enough positive signal to send to hiring committee," or (b) sat in limbo while the team decided. Treat every round — including casual-sounding add-ons — as graded, and don't read a smooth technical loop as a done deal.

## Infra / AI-infra track

Candidates applying to AI-infra roles report a five-round virtual onsite that differs from the standard SWE shape: an **ML coding** round (60 min) *in addition to* a **systems coding** round (75 min), a **system design** round (60 min), a **hiring-manager** round, and a **technical deep dive**. The extra ML coding slot is the distinguishing piece — SWE loops usually pair a single coding round with system design, whereas infra loops carve out a separate ML-flavored coding round on top. The 75-minute systems round tends to lean on concurrency, so prepare for that explicitly.

## Team match (mid-2026)

Even after a passing hiring-manager chat, team match in mid-2026 is frequently slow, with candidates pointing to tight headcount rather than their own performance as the bottleneck. A representative recent onsite combination was BQ + technical (slide) presentation + a payment-system design + the plant-infection coding problem, followed by a separate HM team-match conversation that dragged on for weeks. Keep your own pipeline warm during this window — a clean loop does not guarantee a fast match.

## Hiring-committee spike signals

A late-June loop adds a sharper version of the team-match signal: after a positive onsite, the recruiter said the original team was full and the packet needed 1-2 clear "spike" / strong-hire signals before going to hiring committee. Read this as a reason to make one or two rounds unmistakably distinctive rather than merely solid across the board; a clean but flat loop can still stall at HC or team match.


## Group-specific offers

Some team-owned openings skip the long team-match phase entirely. In that shape, a move-forward decision can go directly to reference checks and offer negotiation because the candidate is already interviewing against a specific team rather than a general hiring pool. Keep both paths in mind: general-pool candidates should plan for match latency, while group-specific candidates should be ready with references immediately after a positive loop.

## Recruiter-screen calibration (July 2026)

For infra openings, the 30-minute recruiter screen can align the target level immediately and may lead straight to a single-day coding-plus-system-design block. Ask explicitly which level the recruiter is calibrating, whether the opening is tied to a specific team, and whether a work trial exists for that requisition. Scheduling can remain flexible when another interview process is active; requesting a focused later loop is not inherently treated as a negative signal.


## Applied / Product full-stack track (August 2026)

A product-facing full-stack loop can run fully virtually over roughly three to four weeks: a 30-minute recruiter screen, a 60-minute practical coding screen, then four or five rounds covering coding, a live full-stack build, product-oriented system design, and mission/values. Team match follows the loop.

The initial technical stage is team-dependent. One format uses a single coding screen; another uses a two-hour back-to-back block with one coding round and one system-design round before a four-round virtual onsite of coding, design, technical deep dive, and hiring-manager discussion. Confirm the exact block structure with the recruiter before scheduling.

## Team-owned behavioral gate (August 2026)

Some team-specific pipelines insert a 45-minute hiring-manager behavioral round immediately after two successful technical phone screens and before the virtual onsite. In that shape, the onsite may omit a separate BQ round. Treat mission alignment and AI-safety questions as a full gate even when the recruiter presents the next step as a manager conversation.

For RE / security loops, the two 60-minute technical screens can run back-to-back with no break: general coding in CoderPad followed immediately by ML coding in Colab. Schedule a full two-hour mock and plan a deliberate mental reset between rounds.

## Scheduling variation (September 2026)

A planned single-day, four-round virtual onsite can be rescheduled into one round per day over four days, with repeated interviewer substitutions. A behavioral conversation originally assigned to an org head may also move to a different interviewer. Prepare examples that stand on their own when the interviewer changes.

Interviewers may not know which prompts were used in the phone screen. If a prompt repeats, say so immediately; choosing a replacement can consume several minutes of the round.


Loop Structure & Timeline

The No-AI Rule (and what is allowed)

The Single-Prompt Phone-Screen Format

Technical Deep Dive & HM Behavioral

Tooling & Platforms

Research / RS Onsite Track

OpenAI pairs an unusually high raw-coding bar with explicit no-AI-tools rules during most interviews — a deliberate contrast with the product. Phone screens often run a single multi-part simulation for the full hour, and senior loops add deep ML and research-grounded system-design rounds that probe mechanism, not vocabulary.

Infection Spread / Cellular Automata

OpenAI interview questions (2026)

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