Real, anonymous reports from people who interviewed for Software Engineer at AkzoNobel, newest first and distilled into what to expect across the loop.
I went through a pretty structured, competency-style process that felt very organized from the start. After a recruiter step, I ended up with a written aptitude/technical test. That was followed by a group discussion meant to read how I communicated and how I worked with other people.
My experience felt really off compared to what I expected for a software engineering role. The questions leaned heavily toward theory instead of discussing my past projects, how I approached solutions, or the kind of practical work I’d done.
The interview process consists of multiple distinct stages, including a recruiter call, written tests, group discussions, and technical interviews, each designed to assess different competencies and fit with the company culture.
Candidates can expect a strong emphasis on technical problem-solving and theoretical questions, which may overshadow discussions about past projects and practical experiences.
Interviews often include group discussions and presentations to evaluate candidates' collaboration skills, communication style, and ability to articulate their reasoning.
The interview process places significant importance on assessing candidates' alignment with company values and cultural fit, often through behavioral questions and discussions about motivations.
Candidates may experience a high-pressure environment with multiple interviewers involved, but the overall tone remains professional and supportive, allowing for thorough exploration of answers.
Candidates should be prepared for case studies and presentations that require organizing thoughts and demonstrating reasoning, as these are integral to the evaluation process.