Real, anonymous reports from people who interviewed for Software Engineer at Aubay Spain, newest first and distilled into what to expect across the loop.
After the recruiter call, which felt quick and pretty streamlined, I had a technical screen soon after—an online test that didn’t feel overly scary compared to what I’d heard. The questions touched the kind of backend stack I expected: there were basics around coding logic plus things like Java/Spring, SQL, and often Docker in the material they use. I remember the flow being fairly direct, and the recruiter and interviewers made the process feel calm rather than intimidating.
My process started with a more formal HR conversation where we covered my background, motivations, and what kinds of professional projects I wanted next. It also included an overview of the company’s activities and the opportunities they work on. After that call, they moved me to a technical test they gave at their office in Boulogne-Billancourt.
Initial conversations with HR are generally friendly and focused on understanding the candidate's background and motivations, rather than technical skills. Candidates report a supportive atmosphere, though some felt the process could be aggressive or lacking transparency.
Candidates typically undergo a technical screening that includes online tests or in-person assessments focused on backend fundamentals such as Java, Spring, SQL, and Docker. The tests often combine theoretical knowledge with practical exercises, and while some found them challenging, others noted a supportive environment during the process.
The interview process is described as structured, with a clear flow from HR discussions to technical assessments and final proposals. However, some candidates experienced delays or a lack of follow-up after interviews, leading to frustration.
Interviews often emphasize practical knowledge and real-world applications of technologies, with some candidates noting a focus on understanding the internal workings of languages like Java. This depth can vary, with some candidates feeling adequately challenged while others found it overwhelming.
Candidates frequently express a desire for more feedback throughout the process, as many reported receiving little to no information after interviews, which left them feeling uncertain about their performance. Clear communication is highlighted as a key area for improvement.
While many candidates received offers, the overall experience varied significantly, with some describing it as smooth and efficient, while others felt it was tiring and drawn out. The inconsistency in experiences suggests a need for more cohesive processes.