Real, anonymous reports from people who interviewed for Software Engineer at Adentis Portugal, newest first and distilled into what to expect across the loop.
Je me suis d’abord retrouvé avec un appel téléphonique d’environ 30 minutes. On m’a présenté l’entreprise et, surtout, les types de clients possibles. J’ai eu la sensation d’être dans un entretien “ESN” assez standard : on insistait sur la proximité avec les employés, mais quand j’ai expliqué ce que j’attendais en termes de rémunération et de niveau de reconnaissance, ça a sonné très décalé par rapport à ce que je faisais réellement. Pour moi, c’était surtout une rencontre pour lancer une prospection.
Ma première rencontre s’est faite assez vite par téléphone avec les RH. J’ai rempli un dossier de compétences, et on m’a ensuite orienté vers une discussion un peu plus structurée avec un ingénieur d’affaires pour clarifier les attentes et les perspectives. À ce stade, j’ai surtout senti que le processus cherchait à recoller mon profil au type de missions qu’ils pouvaient proposer.
The interview process typically begins with an HR screening, followed by a technical evaluation and a final HR conversation. Candidates noted a generally organized and structured flow, allowing for a clear progression from initial discussions to technical assessments.
Technical interviews often emphasize understanding of core concepts, architecture, and practical coding skills, with some candidates experiencing a mix of theoretical questions and hands-on coding tasks. The intensity of the technical assessment can vary, with some candidates feeling challenged under pressure.
Candidates reported a generally friendly and transparent communication style during interviews, particularly regarding salary and job expectations. However, many expressed frustration over a lack of follow-up or clarity after the interview process concluded.
Interviews often include discussions about candidates' backgrounds, motivations, and cultural fit, with interviewers showing genuine interest in candidates' experiences and future goals. This approach helps create a welcoming atmosphere, although some candidates noted a disconnect between initial impressions and organizational practices.
While many candidates appreciated the overall interview experience, several expressed disappointment over the lack of offers and the perceived disconnect between the interview process and actual job availability. This led to feelings of wasted time and unmet expectations.
Some candidates underwent an initial language proficiency assessment, particularly for roles requiring communication in English. This step was seen as a positive way to ensure candidates could effectively engage in an international context.