Real, anonymous reports from people who interviewed for Software Engineer at Avery Dennison, newest first and distilled into what to expect across the loop.
My process felt pretty light and friendly from the start. I went through three rounds overall, and the people I spoke with mostly focused on getting to know me rather than throwing hard technical questions at me. Even when questions did come up, it was more straightforward discussion than anything that felt like a high-pressure screen.
This process started with a weirdly awkward video call that didn’t feel connected to my skills. The supervisor joined and mostly talked about herself, and when the call neared the end, she abruptly wrapped things up without asking me anything meaningful. She even asked whether I spoke Spanish right at the 30-minute mark, then the conversation just ended.
The interview process typically consists of multiple rounds, starting with a recruiter screening, followed by HR discussions, and then interviews with the hiring manager and team members. The structure is generally clear and well-organized, allowing candidates to understand expectations at each step.
Candidates often undergo a technical screen or take-home task that is central to the evaluation process, focusing on their problem-solving skills and technical knowledge. The discussion following the task is crucial, as it involves explaining their approach and thought process.
Behavioral interviews are a significant part of the process, with a focus on how candidates handle various situations and their fit within the team and company culture. Questions often revolve around past experiences and collaboration skills.
The interview atmosphere is generally friendly and conversational, with an emphasis on getting to know the candidate rather than high-pressure questioning. However, some candidates report instances of disorganization or abrupt transitions during interviews.
Some candidates participate in aptitude tests and group discussions that assess logical reasoning and general knowledge rather than technical skills. These components are designed to gauge candidates' thought processes and teamwork abilities.
The overall timeline for the interview process can vary, with some candidates experiencing lengthy waits for feedback or offers. Consistent communication throughout the process is noted as an area for improvement, as some candidates felt uncertain about their status.