Real, anonymous reports from people who interviewed for Software Engineer at Aviva, newest first and distilled into what to expect across the loop.
My process was pretty straightforward and it moved in three clear steps. First I had a casual coffee chat with the managers to talk through the role and the team, and it felt relaxed rather than interrogative. After that, I went into an HR round where we covered the usual basics like my background, salary expectations, and company policies.
My interview journey was a three-stage flow that started with a fairly conversational chat. I spoke with a team lead and another engineer, and the discussion leaned heavily toward strengths—how I’d worked in the past and how I handled situations—before shifting into more evaluation-focused parts.
The interview process typically consists of multiple stages, starting with informal chats, followed by HR discussions, and culminating in technical interviews that assess both coding skills and architectural reasoning. Candidates should expect a structured flow that may include a mix of video interviews, take-home tests, and live technical assessments.
Technical interviews are a critical part of the process, often involving coding exercises and architecture discussions that evaluate problem-solving skills and real-world competence. Candidates should prepare for both coding challenges and discussions about system design.
Candidates will likely face behavioral interviews that focus on past experiences and strengths, assessing how they handle various situations. Using the STAR method can be beneficial for articulating responses effectively.
Some candidates may encounter a recorded video interview format that requires quick thinking and concise responses under time constraints. This format can feel impersonal and may not allow for natural conversation, so practicing timed responses could be helpful.
Feedback after interviews can be limited, with some candidates reporting a lack of detailed responses regarding their performance. It's advisable to seek feedback proactively, but candidates should be prepared for the possibility of receiving little to no information.
Candidates often report a lengthy process that can test patience, with some feeling they performed well technically but still did not receive offers. It's important to maintain realistic expectations and be prepared for varying outcomes regardless of performance.