How to Apply to Expedia Group

11 min read Last updated April 20, 2026 71 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Expedia Group hires into Workday at expedia.wd108.myworkdayjobs.com no matter which brand page (Expedia, Hotels.com, Vrbo, Expedia Partner Solutions) you entered through. One profile carries across the portfolio.
  • The interview loop is a structured five-to-six-stage process anchored on four company values, less doctrinaire than Amazon but still rehearsable; invest in STAR-format stories that can flex across values.
  • Compensation is competitive Seattle tech, not top-of-band. The meaningful upside is scale, real consumer-scale machine learning, ranking, pricing, and fraud problems, and a broad cross-brand portfolio.
  • The company is in a cost-disciplined operational phase under CEO Ariane Gorin. Expect leaner teams, higher bar per hire, and a premium on demonstrated ownership over raw headcount experience.
  • Resume and Workday parsing matter: keyword-align to the requisition, verify auto-parsed fields, submit within forty-eight hours of a posting going live when possible, and keep the layout clean and single-column.

About Expedia Group

Expedia Group, Inc. (NASDAQ: EXPE) is one of the largest online travel companies in the world, running a portfolio of consumer brands that includes Expedia, Hotels.com, Vrbo, Travelocity, Orbitz, Hotwire, Ebookers, CheapTickets, and a majority stake in Trivago. The company is headquartered in Seattle, Washington, where it occupies a large waterfront campus at 1111 Expedia Group Way West on Elliott Bay, a few minutes north of downtown. Its workforce is roughly seventeen thousand people spread across Seattle, Austin, Chicago, London, Geneva, Madrid, Gurgaon, Singapore, Tokyo, and a long list of smaller engineering and customer-service hubs. Annual revenue hovers around fourteen billion dollars, placing Expedia Group in the same tier as Booking Holdings and Airbnb within the online travel market. The company has been in the middle of a significant reset. Ariane Gorin became chief executive officer in May 2024, stepping in for Peter Kern after a multi-year tech-platform rebuild that unified Expedia, Hotels.com, and Vrbo onto a shared stack and launched the One Key loyalty program across those brands. Under Gorin, the narrative has shifted from visible reinvention to operational discipline: tighter cost control, a smaller but more senior engineering organization, a bigger bet on business-to-business travel technology (Expedia TAAP, Vrbo partner tools, the Expedia Group Media Solutions ad business), and continued work on making Vrbo a credible competitor to Airbnb after its strong pandemic-era demand. Candidates considering Expedia Group should understand what kind of company it is today. It is a large, public, mature tech organization competing in a cyclical industry. Travel demand moves with the macro economy, fuel prices, geopolitics, and consumer sentiment, so workforce planning tends to be more conservative than at pure-play software companies. Pay in Seattle product-and-engineering roles is competitive with the broader Seattle tech band (Amazon, Microsoft, Meta, and Google all have major Seattle offices), though Expedia Group is not typically the top of that band. The trade-off is scale that few consumer companies can match: hundreds of millions of travelers, petabytes of booking and behavioral data, and a set of problems, ranking, pricing, fraud, supply matching, loyalty, that lend themselves to real machine learning and systems work rather than research-only work. Culturally, Expedia Group leans into a stated set of values (Have Each Others Backs, Choose the Hard Right Over the Easy Wrong, Choose the We Over the Me, and Debate Then Commit), and interviewers genuinely reference them. Compared with its Seattle neighbor Amazon, the interview experience is less doctrinaire: values matter, but they do not dominate every answer the way Leadership Principles do next door. Teams describe the environment as collaborative and consensus-oriented, sometimes to a fault, with candidates who enjoy cross-functional debate doing well and candidates who prefer isolated deep work sometimes finding the meeting load heavy.

Application Process

  1. 1
    Start at careers

    Start at careers.expediagroup.com to read role descriptions, team pages, and content about the brand portfolio. Every live job posting links out to the underlying Workday application at expedia.wd108.myworkdayjobs.com, so you will end up applying on Workday regardless of which brand page you entered through.

  2. 2
    Create a Workday profile

    Create a Workday profile. You can either upload a resume so Workday auto-parses your employment history, or fill each field manually. Manual entry is slower but produces a cleaner, more controllable record, especially for candidates with non-linear careers, international experience, or credentials Workday tends to misparse.

  3. 3
    Pick target roles deliberately

    Pick target roles deliberately. Expedia Group posts across multiple brands (Expedia, Hotels.com, Vrbo, Expedia Partner Solutions, Expedia Group Media Solutions) and multiple functions. Applying to four or five well-matched roles with a tailored resume beats applying to thirty with the same generic version. Recruiters do see multi-role application history on your Workday profile.

  4. 4
    Submit the application and watch for an acknowledgement email within a few minut

    Submit the application and watch for an acknowledgement email within a few minutes. A recruiter or sourcer will typically reach out within one to three weeks for roles that match well, often via LinkedIn InMail as well as email, to schedule a recruiter screen. Quiet roles (niche senior specialist postings, hard-to-fill locations) can take longer.

  5. 5
    Complete the recruiter screen

    Complete the recruiter screen. This is a thirty-minute conversation covering your background, motivation for Expedia Group specifically (brands, travel domain, platform scale), work authorization, location and hybrid-work expectations, and compensation range. Seattle, Austin, and London are the most common hybrid hubs; remote work is offered for some roles but is not the default.

  6. 6
    Move into the technical or functional interview stage

    Move into the technical or functional interview stage. For engineering this is usually a coding interview on a shared collaborative editor (algorithms and data structures, not frameworks trivia). For product management it is a product-sense or product-execution case. For data and analytics it is SQL plus a metrics or experimentation case. For design it is a portfolio walkthrough.

  7. 7
    Complete the onsite or virtual loop, typically four to five back-to-back intervi

    Complete the onsite or virtual loop, typically four to five back-to-back interviews spanning deep-dive technical, system or design, behavioral values-based, and cross-functional partner rounds. Loops are almost always virtual by default, with on-site visits reserved for senior or executive roles.

  8. 8
    Decision and offer

    Decision and offer. Recruiters usually return with a decision within one to two weeks after the loop. Offers include base salary, target annual bonus (typically ten to twenty percent of base depending on level), Expedia Group restricted stock units on a four-year vesting schedule with a standard one-year cliff, benefits, and relocation where applicable. There is room to negotiate base and equity; signing bonuses are less common than at pure-tech peers but do appear, especially for candidates with competing offers.

Resume Tips for Expedia Group

recommended

Use a clean, single-column, Workday-friendly layout

Use a clean, single-column, Workday-friendly layout. Workday parses standard section headings (Experience, Education, Skills) better than creative or two-column designs. Save as a text-extractable PDF, not an image-only scan, so the parser can pull your content into the application form.

recommended

Mirror the job posting language for the first keyword pass

Mirror the job posting language for the first keyword pass. If the requisition says Kotlin, Kafka, Kubernetes, gRPC, do not write Java and event streaming and container orchestration. The exact terms help both the Workday keyword filter and the human recruiter skimming on a phone.

recommended

Lead every bullet with a verb and end it with a measurable outcome

Lead every bullet with a verb and end it with a measurable outcome. Weak: Responsible for pricing service. Strong: Rebuilt hotel pricing service handling ninety thousand requests per second, cutting p99 latency from 210 ms to 85 ms and adding two percent to conversion in A/B test.

recommended

For engineering resumes, name the stack explicitly

For engineering resumes, name the stack explicitly. Expedia Group is heavy on Kotlin and Java on the backend, Python for data and machine learning, some Go for platform services, Kafka for streaming, Spark and Flink for batch and streaming compute, Kubernetes and AWS for infrastructure, and React and TypeScript on the front end. Listing the right primitives signals fit fast.

recommended

For product managers, show outcomes tied to travel-relevant metrics: conversion

For product managers, show outcomes tied to travel-relevant metrics: conversion rate, look-to-book, attach rate, average booking value, repeat rate, loyalty program enrollment, or partner (supplier) adoption. Abstract product metrics without business translation are easy to skim past in a category as specific as travel.

recommended

For data, analytics, and machine-learning candidates, call out experimentation r

For data, analytics, and machine-learning candidates, call out experimentation rigor (A/B testing at scale, sequential testing, multi-armed bandits), causal-inference work, and the actual tools in use (SQL on Databricks or Snowflake, Airflow or Dagster, MLflow, feature stores, real-time ML serving).

recommended

For customer-experience, supply (hotel, lodging, vacation rental), and partner-f

For customer-experience, supply (hotel, lodging, vacation rental), and partner-facing roles, lead with the domain fluency. Years spent at an online travel agency, a hotel chain, a property-management company, a global distribution system, or a card network is a real asset and should be on the first page.

recommended

Include your geographic reality and work authorization cleanly

Include your geographic reality and work authorization cleanly. For hybrid Seattle roles, state Seattle, WA. If you are open to relocation, say so. If you require visa sponsorship now or in the future, put it in the application form accurately; getting caught out on this later is the most common self-inflicted rejection.

recommended

Keep the resume to two pages for most professionals, one page for early-career c

Keep the resume to two pages for most professionals, one page for early-career candidates, and three pages only if you are a senior principal, staff-plus engineer, or executive with patent, publication, or keynote history worth listing.

ATS System: Workday

Expedia Group runs its hiring on Workday at expedia.wd108.myworkdayjobs.com. Workday is the default applicant-tracking and human-capital-management platform across most of the Fortune 500, and it is what you will encounter whether you enter through the consumer-facing careers.expediagroup.com site, a LinkedIn job posting, or a recruiter-shared link. A verified Workday account there persists across every brand (Expedia, Hotels.com, Vrbo, Expedia Partner Solutions, Expedia Group Media Solutions), so you only need to build your profile once.

  • Create your Workday profile early. Setting it up before you are mid-application prevents the frustrating session timeout that forces you to restart with half the fields blank.
  • If you upload a resume, carefully review how Workday parsed it into Experience, Education, and Skills. The auto-fill frequently drops date ranges, swaps job titles between roles, or scrambles bullet points. Fix every error before submitting.
  • Fill optional self-identification and voluntary-disclosure fields honestly or select Prefer not to answer. These do not affect your candidacy and are used for aggregated reporting, not screening.
  • Use the Save and Continue Later button liberally. Workday applications can time out and lose unsaved data; saving protects you.
  • Set up Workday job alerts for the keywords you care about (for example, machine learning Vrbo or senior product manager loyalty). New postings at Expedia Group are published throughout the week, and applying within the first forty-eight hours materially improves the odds of a recruiter actually reading your resume before a shortlist is built.
  • Use a real phone number you can pick up. Initial recruiter outreach often goes to phone, and a missed unknown-number call is a common way qualified candidates quietly fall out of the funnel.

Interview Culture

Expedia Group runs a structured, values-aware interview process that is more collaborative than adversarial.

The loop is typically five to six stages for engineering and four to five for most other functions. Stage one is the recruiter screen, thirty minutes, focused on fit, motivation, compensation, and logistics. Stage two varies by function: for engineers it is a one-hour technical phone screen with a shared online editor (CoderPad or similar) covering data structures and algorithms, typically one or two medium-difficulty problems; for product managers it is a product-sense or execution case; for data scientists and analysts it is a combination of SQL and metrics reasoning. Stage three is usually a hiring-manager conversation that goes deeper on recent projects, scope, ownership, and the specific problems the team is trying to solve. Stage four is the virtual onsite, a set of four to five back-to-back interviews covering a deep-dive technical (more coding or a second domain problem), a system design for mid-level and above engineers (design a search service, a pricing service, a loyalty ledger), a behavioral round anchored on Expedia Group values, and one or two cross-functional partner rounds where you will meet a peer from a partner discipline (engineer talks to product, product talks to design, and so on). Behavioral questions are grounded in four company values: Have Each Others Backs, Choose the Hard Right Over the Easy Wrong, Choose the We Over the Me, and Debate Then Commit. Interviewers ask for concrete stories using a STAR-style format (Situation, Task, Action, Result). Compared with Amazon, the values round is lower-pressure and less doctrinaire, but underprepared candidates still lose offers here. Rehearse five to eight stories that each can be retold under at least two values, keep each story tight (two to three minutes), and be ready to go deeper on your individual contribution versus the teams contribution, because Debate Then Commit interviewers actively probe for candidates who can disagree productively and then back a decision they did not originally favor. System-design rounds expect you to handle traffic at the scale of a top-ten consumer travel site: tens of thousands to hundreds of thousands of requests per second for search and browse, tight p99 latency budgets, global read replicas, cache hierarchies, event-driven write paths, and graceful degradation. You do not need to know the internal Expedia Group architecture, but you should be able to reason about read-versus-write-optimized designs, consistency versus availability trade-offs, and how to handle supply-side data that updates asynchronously (rates, availability, lodging inventory). Loops are almost entirely virtual, typically scheduled within a single half-day rather than spread across weeks. Decisions come back within one to two weeks, and offer negotiation is straightforward and professional: recruiters expect pushback on base and equity and are usually willing to move meaningfully on one of the two, less so on both. Expect the total compensation package to be competitive with the Seattle tech median but not a match for the top of the Amazon L6/L7, Microsoft 65/66, or Meta E6/E7 bands unless you are at the staff-plus level and bring a competing offer.

What Expedia Group Looks For

  • Strong computer-science fundamentals for engineering roles, including ability to reason about time and space complexity, data structure choice, and concurrency. No exotic algorithms, but solid medium-difficulty fluency.
  • System-design maturity appropriate to level. Senior and above engineers should be able to design a scaled-down version of a travel-platform subsystem (search, pricing, fraud, inventory, loyalty ledger) end-to-end, including data model, API, caching, failure modes, and operational telemetry.
  • Product and analytical rigor, especially the ability to turn a loose business question (How do we increase repeat bookings on Vrbo?) into a tractable plan with measurable leading and lagging indicators, a clean experiment design, and a defensible success threshold.
  • Comfort with consumer-scale ambiguity. Travel demand is seasonal, event-driven, and globally varied; candidates who can hold a measured point of view under noisy data do much better than candidates who either over-index on intuition or refuse to commit without certainty.
  • Demonstrated cross-functional collaboration. The four values all bend toward collective delivery; interviewers score higher when candidates describe shared wins, credit partners, and show they worked constructively with engineering, product, design, and analytics peers.
  • Domain fluency or genuine curiosity about travel. You do not need prior OTA experience, but you should be able to speak credibly about why this domain, why this company, and why now, beyond comp and brand.
  • Operational and ownership mindset. Expedia Group values engineers and product managers who ship, monitor, iterate, and take long-term responsibility for quality and reliability, not specialists who hand off at the first staging deploy.
  • For early-career candidates: evidence of initiative beyond coursework, a strong internship or personal-project track record, and the ability to explain one project in genuine technical detail without hand-waving.

Frequently Asked Questions

What ATS does Expedia Group use for applications?
Expedia Group uses Workday, hosted at expedia.wd108.myworkdayjobs.com. Every live role on careers.expediagroup.com links out to a Workday requisition. A single Workday profile works across all Expedia Group brands including Expedia, Hotels.com, Vrbo, Expedia Partner Solutions, and Expedia Group Media Solutions.
Where is Expedia Group headquartered and where will I likely work?
The global headquarters is at 1111 Expedia Group Way West in Seattle, Washington, on a large Elliott Bay waterfront campus. Other major hubs include Austin, Chicago, London, Geneva, Madrid, Gurgaon, Singapore, and Tokyo. Most roles are hybrid with an expectation of two to three in-office days per week; fully remote roles exist but are the exception, not the default.
Who is the CEO of Expedia Group?
Ariane Gorin has been chief executive officer since May 2024, succeeding Peter Kern. She previously ran the Expedia Partner Solutions B2B business. Her tenure has emphasized cost discipline, operational focus, and continued investment in the business-to-business travel-technology portfolio.
How long does the Expedia Group hiring process usually take?
From application to offer typically four to eight weeks. Recruiter outreach after a successful application is usually one to three weeks. The loop itself, recruiter screen, technical or functional screen, hiring-manager conversation, and virtual onsite, takes roughly three to five weeks depending on calendars, with the decision coming within one to two weeks after the final round.
What technologies does Expedia Groups engineering organization use?
The primary backend stack is Kotlin and Java, with Python for data and machine learning and Go in a few platform teams. Streaming runs on Kafka. Batch and streaming compute uses Spark and Flink. The primary cloud is Amazon Web Services, with Kubernetes for orchestration. Front-end is React and TypeScript. Data warehousing uses a combination of Databricks, Snowflake, and internal platforms. Telemetry is Grafana and open-source observability tooling augmented with commercial APM.
Is Expedia Group a good place to work for early-career engineers?
Yes, with caveats. The summer internship and new-graduate programs are well-established, have real mentorship, and lead to return offers for strong performers. Because the company is in a cost-disciplined phase, headcount is tighter than during the 2021 to 2022 peak, so internship-to-full-time conversion is competitive and new-grad roles fill fast. Apply early in the cycle (internship postings for the following summer typically open in August or September).
Does Expedia Group sponsor work visas in the United States?
Yes, Expedia Group sponsors H-1B, O-1, and green-card petitions for eligible roles in the United States, and it has a long track record in both the H-1B lottery and employment-based green-card processing. Availability is role- and team-specific, and the sponsorship question in the Workday application is binding, so answer it accurately.
How is Expedia Group different from Amazon or Microsoft for a Seattle engineer?
The company is smaller (about seventeen thousand employees versus hundreds of thousands) and more vertically focused on travel. The interview process is values-oriented but less intense than Amazon Leadership Principles. Compensation is competitive but typically below the top-of-band totals at Amazon L6-plus or Microsoft level sixty-five and above. The upside is real consumer-scale machine-learning and systems work on travel-specific problems (ranking, pricing, inventory, fraud, loyalty) without the breadth of a hyperscaler.
How should I prepare for the values-based behavioral round?
Prepare five to eight tight STAR-format stories that together cover all four values (Have Each Others Backs, Choose the Hard Right Over the Easy Wrong, Choose the We Over the Me, and Debate Then Commit). Each story should be two to three minutes, lead with the situation, make your individual action crisp, and end with a measurable result. Be ready for follow-up probes on what you would have done differently and how you handled internal disagreement.
What compensation should I expect for a senior software engineer role in Seattle?
Total compensation for a senior software engineer in Seattle typically runs in a competitive Seattle tech band, with base salary in the low-to-mid two hundreds, a target annual bonus of roughly fifteen to twenty percent of base, and restricted stock units vesting over four years on a standard one-year cliff schedule. Total compensation is generally below the equivalent band at Amazon, Meta, and Google Seattle but above most non-tech Fortune 500 employers. Negotiate with market-data references (Levels.fyi, team-specific comp reports) and a competing offer if you have one.
Does Expedia Group hire remote workers?
Some roles are posted as fully remote, particularly in customer-experience, certain partner and commercial functions, and a subset of specialized engineering roles. The default, however, is hybrid with a requirement to live within commuting distance of a major hub (most commonly Seattle, Austin, Chicago, or London). If remote is important, filter for it explicitly on the careers site and confirm with the recruiter during the screen.

Open Positions

Expedia Group currently has 71 open positions.

Check Your Resume Before Applying → View 71 open positions at Expedia Group

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Sources

  1. Expedia Group Careers —
  2. Expedia Group Workday Job Board —
  3. Expedia Group About Us —
  4. Expedia Group Leadership —
  5. Expedia Group Investor Relations —
  6. Expedia Group Press Release: Ariane Gorin Named CEO —
  7. Expedia Group Brand Portfolio —
  8. Expedia Group 10-K Annual Report (SEC Filing) —
  9. Expedia Group Values and Culture —
  10. Workday Candidate Help Center —