HR / Behavioral Phone Screen

An early ~20–30 minute recruiter/behavioral call covering logistics (graduation, sponsorship, office preference), a project deep-dive with reflective follow-ups, and motivation questions. Largely standard and well-circulated. Requirements A ~20–30 minute call, usually right after the OA, covering logistics, one project deep-dive, and motivation/fit. Examples Frequently reported questions: Do you need sponsorship / what visa are you on; expected graduation month. Self-introduction; walk through a project you're most proud of (kept high-level, then follow-ups). Which parts of that project were yours vs. the team's? How did you take initiative? If you did it again, what would you do differently, and why couldn't you achieve that originally? Tell me about a major decision you had to make. Why Optiver? When/how did you first hear about Optiver? What three traits matter most for an engineer? Which do you do best / worst? Your biggest weakness and how you're improving it. If you had multiple offers, how would you decide (give three reasons)? Are you interviewing elsewhere? Office preference: Chicago or Austin? Hobbies / last book you read and what you learned. Notes The recurring signature follow-up is the reflective "what would you do differently / why couldn't you do it the first time" probe — prepare it for your main project. The recruiter usually outlines the rest of the loop here (typically two virtual rounds — one coding, one system design for SWE — and, if things go well, an invite to visit the Chicago office). Confirmation emails sometimes include private culture videos. Preparation Prepare a crisp project story with clear personal ownership, plus the "what I'd do differently and why" reflection. Have specific, non-generic answers ready for Why Optiver, your strengths/weaknesses, and your offer-decision criteria; know your office preference.