Real, anonymous reports from people who interviewed for Software Engineer at Boeing, newest first and distilled into what to expect across the loop.
After applying online, I got a pretty relaxed recruiter phone call that ended up being the first “real” interview. We went through my resume and they asked straightforward fit questions, then the recruiter wrapped up and I waited to hear next steps. A little later I received an email from the hiring manager and scheduled a Zoom meeting.
My process started with an AI-style interview through the website application. I had a few quick cognitive games to complete—things like mental-math style tasks and matching objects—before I moved on. After that, there was a phone interview with real people.
The interview process is generally structured, starting with a recruiter phone screen, followed by a mix of behavioral and technical interviews, often culminating in a panel format. Candidates should expect a clear outline of the steps and a relatively quick turnaround on decisions after interviews.
Interviews heavily emphasize behavioral questions, often framed using the STAR method, with a focus on past experiences and how candidates fit with the team culture. Candidates should prepare structured responses that highlight their problem-solving and collaboration skills.
Technical components are present but generally focus on basic coding skills and problem-solving rather than deep theoretical knowledge. Candidates can expect questions related to their experience and may encounter light coding challenges or discussions about their technical background.
Some candidates experience initial cognitive assessments, often in an automated format, including tasks that test reasoning and quick thinking. This part of the process can feel less personal and may require candidates to adapt quickly to different question formats.
Panel interviews can vary in tone, with some being supportive while others may feel rushed or less organized. Candidates should be prepared for varying levels of engagement from interviewers and may need to navigate different styles of questioning.
Candidates report mixed outcomes, with some receiving offers and others not, often feeling that luck and timing play significant roles in the decision-making process. It's important for candidates to manage expectations and reflect on their performance regardless of the outcome.