Real, anonymous reports from people who interviewed for Software Engineer at Burns & McDonnell, newest first and distilled into what to expect across the loop.
After I connected with recruiting, the process felt pretty manageable and even slightly casual. First there was a video pre-screen where I had to answer a small set of questions while the prompts appeared on screen. The questions were limited in number, but the format meant it was just me responding without much back-and-forth.
I went into my interview knowing it would be a full-day experience, and that matched what happened. It began with a short presentation about my background and experience, followed by a set of panel and individual conversations across engineers and managers. The goal felt like they wanted to cover multiple perspectives on my fit for the role.
Candidates will start with a pre-recorded video interview that includes basic behavioral questions, often under time constraints. This format can feel awkward due to the lack of real-time interaction, and candidates should prepare to present their background succinctly.
Following the pre-recorded interview, candidates typically engage in a recruiter conversation focused on behavioral questions and fit for the role. These discussions are generally friendly and aim to clarify the candidate's background and career goals.
The onsite interview is a full-day experience that includes a presentation about the candidate's background, followed by panel and individual interviews with team members. This structure allows for a comprehensive evaluation of fit and provides insight into the company culture.
Throughout the interview process, there is a strong emphasis on assessing the candidate's fit within the team and their communication skills rather than solely technical abilities. Candidates should be prepared to discuss their experiences and how they align with the company's values.
The overall tone of the interviews is described as casual and friendly, with opportunities for informal interactions, such as lunch with the team. This atmosphere helps candidates feel more at ease during the evaluation process.
Candidates often receive constructive feedback at the end of their interviews, which is appreciated. However, some candidates noted a lack of follow-up communication post-interview, which can leave them feeling uncertain about their status.