It was a 5-step process: 1. Screening on why you applied to Adyen, why you want to move to NL, and general profile related questions by 2 devs 2. Codility Test which has 3 questions - 1 bug fix, 1 SQL, 1 feature implementation - make sure you save the code for feaature implementation for your reference for the next step 3. This involves 2 devs discussing with you the implementation and the decisions you took to implement the way you did. Again questions about why Adyen, why NL, etc are asked. Difference between encryption, hashing, and general computer science related questions related to the language (Java) 4. With the 2 senior/tech leads. Revolves around the same script of why Adyen, why NL, etc and the formula fit 5. Leadership interview with a member of the board. The same things about why Adyen, why NL, Adyen formula, etc Too much reliance on the same type of questions, and still not sure what they expect from the candidate.

I applied as a java developer (graduate program). There were 5-6 rounds which consumed a lot of time (If you pass one round, then you'll be moved forward). HR screen > introductory session with one senior dev (introduce yourself, why you're interested in Adyen) > Hackkerank > Code review with one tech lead and one senior > so on.. I failed at code review, they asked a lot of deep question to determine whether you really understand java.