Real, anonymous reports from people who interviewed for Software Engineer at Airbus Group, newest first and distilled into what to expect across the loop.
I went through a pretty long, step-by-step process for a Software Engineer role. After submitting my application and getting past CV screening, I had online assessments that combined numerical, verbal, and SJT-style questions. Then I did a video interview, followed by an assessment centre.
My process started with a proctored online screening that honestly felt a bit odd. There was a coding question, but I had to answer verbally rather than writing code out in the usual way. Even though it was “screening,” it was still more technical than I expected.
The interview process is multi-round and structured, typically starting with a HireVue video interview, followed by technical discussions, HR interviews, and sometimes an assessment center. Candidates noted that the overall timeline can be lengthy, with several weeks between stages.
Technical interviews often focus on practical applications rather than purely theoretical questions, with candidates discussing their past projects and problem-solving approaches. Some candidates experienced coding questions, while others faced situational or conceptual inquiries related to engineering principles.
Behavioral interviews are a significant component, emphasizing alignment with Airbus's values and culture. Candidates are often asked to provide examples from their experiences that demonstrate their fit for the role and the company ethos.
Some candidates participated in assessment center activities, which included group exercises and individual interviews. These sessions tested teamwork and communication skills, alongside technical knowledge, adding a layer of complexity to the evaluation process.
The interview atmosphere is generally described as professional and supportive, with interviewers aiming to create a constructive dialogue rather than a high-pressure environment. Candidates appreciated the respectful tone and the focus on understanding their thought processes.
Candidates reported a lack of clarity on feedback and outcomes, often feeling uncertain about which aspects of their performance were most critical. The wait for updates after interviews can also contribute to a sense of ambiguity in the process.