Real, anonymous reports from people who interviewed for Software Engineer at C.H. Robinson, newest first and distilled into what to expect across the loop.
The process started with a recruiter chat and then moved into a more technical interview. I walked through sample product material with the interviewer, and the conversation quickly turned into what I would build and why—UI choices, backend responsibilities, and how I’d think about scaffolding the data model.
After applying, I got pulled into a quick first conversation where I was basically told to wait while they matched my profile to what they needed. They asked me to put my resume into their format, and then there was a period of silence where I just had to hold on and see if they’d find a fit.
The interview process typically begins with a recruiter screen that focuses on foundational software engineering knowledge and fit for the role. Candidates noted varying levels of communication and clarity regarding next steps, with some experiencing delays and lack of follow-up.
Technical interviews often involve discussions around programming fundamentals, system design, and database modeling, with a mix of verbal questioning and coding exercises. Candidates reported a focus on explaining decisions rather than live coding, creating a more conversational atmosphere.
Behavioral interviews are a significant component, assessing candidates' alignment with company values and teamwork capabilities. The focus is often on situational responses rather than technical skills, which some candidates found mismatched with their strengths.
The interview process can vary in structure, with some candidates experiencing multi-round formats involving multiple interviewers, while others faced less organized sessions. The overall difficulty is generally perceived as average, but the clarity of evaluation criteria can vary.
Many candidates expressed frustration over the lack of feedback and closure after interviews, with some not receiving any communication regarding their application status. This lack of follow-up can lead to a negative impression of the overall experience.
Candidates reported a mixed experience overall, with some receiving offers and others feeling the process was unprofessional or poorly executed. The combination of clear early communication followed by silence was a common theme in negative experiences.