Microsoft Level 60 SDE mock interview

Entry-level loop with Codility OA, technical rounds, and the conditional AS-AP — only scheduled if your first three rounds go well. Behavioral grades growth mindset, not generic 'leadership.'

  • 3-4
    Onsite rounds
  • Codility
    OA platform
  • Conditional
    AS-AP round
  • Free
    First mock

Why Microsoft L60 has the conditional AS-AP that confuses candidates

Per IGotAnOffer's Microsoft guide and ophyai.com's 2026 Microsoft process notes, the AS-AP (As-Appropriate) round at Microsoft is conditional — you only get scheduled for it if your first 3 rounds go well. Many candidates over-prepare for AS-AP, treating it as a guaranteed round, when in reality it's a signal that you're already passing. The AS-AP either fills assessment blind spots (more behavioral if your tech signal is clean) or sells the company to you (Microsoft confirming you'll accept their offer).

Microsoft's behavioral framing is also distinctive across FAANG. Per tryexponent.com's Microsoft behavioral guide and interviewquery.com's 2025 process write-up, Microsoft explicitly grades growth mindset — curiosity, learning from feedback, resilience, finding inspiration in others' success. Stories framed as 'I was wrong about X, got feedback, adapted' beat generic 'I led X' framing. Other FAANG don't use this framework as explicitly.

Codility OA is the practical gate. Auto-graded, screen-recorded, 60% minimum to advance. The environment differs from LeetCode practice (no syntax highlighting, no autocomplete) — practice Codility-format specifically.

What the loop looks like

Round-by-round

  1. 01

    Online Assessment (Codility)

    Pre-onsite
    ~90 min

    2-3 coding problems, medium-hard. Auto-graded, screen-recorded. 60% minimum to advance.

  2. 02

    Recruiter screen

    Pre-onsite
    15-30 min

    Background, location preference, visa status. Sometimes bypasses OA on referral candidates.

  3. 03

    Technical phone screen

    Pre-onsite
    45-60 min

    1-2 coding problems on Microsoft Teams collaborative editor (no syntax highlighting / autocomplete). Behavioral mixed in throughout.

  4. 04

    Coding rounds × 2-3

    Onsite
    45-60 min each

    DSA on whiteboard or shared editor. Apple-twists are not common (this is Microsoft); focus on clean code, edge cases, complexity narration.

  5. 05

    Behavioral / OOD

    Onsite
    45-60 min

    L60 rarely gets full system design — Object Oriented Design is more common. Behavioral round grades growth mindset specifically (not generic 'leadership').

  6. 06

    AS-AP (conditional)

    Onsite
    ~30 min

    ONLY scheduled if first 3 rounds go well. Senior executive — fills blind spots in assessment OR sells the company to you. Content varies based on previous rounds.

Question bank

Real interview questions reported by candidates

  • Coding

    "Two-pointer / sliding window string problem with multiple optimization passes. Edge cases on empty input and Unicode."

    Source · Glassdoor Microsoft New Grad reports 2025, ProToHu Medium L60 experience 2025
  • Coding

    "Implement a simple LRU cache. Follow-up: O(1) operations, then thread safety."

    Source · interviewquery.com Microsoft 2025 guide, Glassdoor L60 reports
  • Coding pattern

    "Tree problem: invert / serialize / find lowest common ancestor. Recursion + iterative variants."

    Source · Microsoft SDE-1 LeetCode Discuss 2025, IGotAnOffer Microsoft guide 2025
  • Coding pattern

    "Graph: BFS/DFS with non-trivial constraints (e.g., find shortest path with limited fuel, or visit all nodes with at most K backtracks)."

    Source · interviewquery.com Microsoft 2025 guide
  • System design

    "OOD: design a parking lot or elevator system. Class hierarchy + interaction. L60 expected to reach a coherent design in 45 min."

    Source · IGotAnOffer Microsoft guide 2025, designgurus.io Microsoft handbook
  • Behavioral

    "Tell me about a time you learned something difficult outside your comfort zone. (Growth mindset)"

    Source · tryexponent.com Microsoft behavioral 2026, blog.theinterviewguys.com Microsoft 2025
  • Behavioral

    "Describe a time you received critical feedback. How did you respond? (Growth mindset / Resilience)"

    Source · interviewquery.com Microsoft guide 2025, ophyai.com Microsoft 2026
  • Behavioral

    "Tell me about a project where you collaborated with someone who had a very different working style."

    Source · tryexponent.com Microsoft behavioral 2026
  • Behavioral

    "Describe a time you helped a teammate succeed. (Customer obsession / collaboration)"

    Source · ophyai.com Microsoft interview 2026
Common signals to fix

What gets you rejected at this level

  • OA underperformance below 60%

    Codility OA is auto-graded with a 60% minimum to advance. Failing it ends the loop before any human conversation. Practice Codility-format problems specifically — the coding environment lacks syntax highlighting and autocomplete, which trips up candidates who only practiced in IDEs.

  • Generic 'leadership' behavioral answers

    Microsoft grades growth mindset specifically — curiosity, learning from feedback, resilience, finding inspiration in others' success. Stories that read as generic 'I led the team' miss the cultural framing. Frame stories around 'I was wrong about X, learned from feedback, changed approach' rather than 'I led X.'

  • Worrying about AS-AP

    AS-AP is conditional — you only get it if your first 3 rounds passed. Don't over-prepare for AS-AP at the expense of the technical loop. The AS-AP itself is variable: it might be more behavioral if your tech signal is clean, or more technical if you have an open question. Treat it as a bonus round once it's confirmed.

  • OOD without articulating interactions

    L60 OOD is graded on whether you can show how classes interact, not just whether the class hierarchy looks right. Diagrams without interaction sequences flag missing software-engineering judgment. Walk through a couple of operation flows in your design.

  • Underprepping behavioral entirely

    Microsoft weights behavioral more than candidates expect — it's mixed into every technical round, not just the dedicated behavioral. Showing up technically prepared but with no behavioral stories ready is a common rejection path.

How Applr's AI mock interview tracks Microsoft's L60 rubric

Applr's L60 mock simulates the Codility OA format separately from the LeetCode-untimed style — bare-editor environment, edge cases graded explicitly, 60% threshold enforced. Coding rounds use Microsoft Teams-style collaborative editor visualization rather than full IDE assistance.

The behavioral round explicitly grades growth-mindset framing. Stories that lead with 'I was wrong / got feedback / adapted' get higher signal scores than generic leadership narratives. The conditional AS-AP round is enabled in the mock only if your first three rounds pass — matching Microsoft's actual gating.

Adjacent loops

Related practice

FAQ

What's the AS-AP round and should I prepare for it?

Per IGotAnOffer's Microsoft guide and ophyai.com's 2026 Microsoft process notes: AS-AP (As-Appropriate) is conditional — it only happens if your first 3 rounds go well. Senior interviewer who either (a) fills blind spots in your assessment if there's a question about culture fit or technical depth, or (b) sells the company to you if your signal is clean. Don't over-prepare for it; if you're getting the AS-AP, you're already passing the technical bar.

How is the Codility OA different from LeetCode practice?

Per ProToHu's Medium L60 experience (2025) and interviewquery.com's Microsoft guide: Codility's environment lacks syntax highlighting and autocomplete, which trips up candidates who only practiced in IDEs. Also auto-graded — partial credit on edge cases matters. Practice Codility-format problems specifically, not just untimed LeetCode. The 60% minimum-to-advance is a hard gate.

Does Microsoft really focus on 'growth mindset' in behavioral?

Yes per multiple 2025-2026 sources (tryexponent.com Microsoft behavioral guide, interviewquery.com 2025 guide, ophyai.com 2026 process): Microsoft explicitly grades growth mindset behaviors — curiosity, learning from feedback, resilience, finding inspiration in others' success. SOAR/STAR stories that frame around 'I was wrong about X, learned, adapted' beat generic 'I led X.' Microsoft interviewers are trained to identify these specific signals.

How does team match work for L60 new grads?

Per Quora threads and Glassdoor New Grad reports: team match happens AFTER the offer is extended (or via rotation programs for some new grad cohorts). You pass the loop, get a conditional offer, then are placed on a team based on interview performance, role level, business needs, and team fit. Different from Apple where team match is a separate gate; Microsoft's team match is post-offer logistics.

Does Microsoft sponsor visas / OPT for L60?

Yes — Microsoft is a strong H-1B and OPT sponsor across most US offices. Recruiter confirms visa status during the screen. New grads on F-1/OPT have well-trodden paths through Microsoft; international candidates with niche specializations may face longer team-match cycles.

How does L60 compare to Google L3 / Meta E3 / Amazon SDE1 / Apple ICT2?

Microsoft L60: Codility OA, growth-mindset behavioral, conditional AS-AP, OOD instead of full SD. Google L3: standardized loop, Googleyness, no LP. Meta E3: AI-enabled coding round, Move Fast cultural fit. Amazon SDE1: LP-heavy with Bar Raiser. Apple ICT2: team-specific loop, privacy in design. Each rubric needs different prep — generic 'entry-level FAANG prep' under-serves all five.

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