Real, anonymous reports from people who interviewed for Software Engineer at Chevron, newest first and distilled into what to expect across the loop.
The toughest part of the process was the online assessment. I first went through resume shortlisting, then had to take an SHL test with multiple sections that stretched out over a longer session than I expected. It was hard mostly because it wasn’t their own platform, and the format felt unfamiliar as I moved through the sections: an aptitude portion, a technical portion, and a longer personality-style component that took its time.
After an initial recruiter-style step, I had a technical interview that lasted about an hour, followed by an HR conversation. The technical part wasn’t a whiteboard marathon; it leaned on explaining my CV projects and internships and how that work connected to the role. I was asked to walk through what I’d done, what my contributions were, and I ended up tying my experience back to core concepts—especially around DBMS fundamentals and explaining things clearly rather than just reciting answers. STAR-style behavior came up too, with situation questions that were meant to show how I’d work with others.
The interview process typically begins with a recruiter touchpoint followed by a mix of technical and HR interviews, often structured to assess both behavioral and technical skills. The flow tends to be organized, with candidates experiencing a blend of panel and one-on-one formats.
Candidates can expect a variety of technical questions that may include coding exercises, algorithmic challenges, and discussions about past projects, often tied to their resumes. The technical depth varies, with some interviews focusing more on fundamental concepts rather than complex problem-solving.
Behavioral questions are a significant part of the interviews, often following the STAR method to assess candidates' past experiences and how they handle team dynamics and conflict. The focus is on communication and cultural fit rather than purely technical skills.
Candidates reported that the online assessment phase, particularly the SHL test, can be challenging due to its unfamiliar format and length. This stage often acts as a primary filter before moving on to interviews.
The overall atmosphere of interviews is generally described as friendly and low-pressure, allowing candidates to express themselves comfortably. Interviewers are often seen as supportive, aiming to understand candidates rather than intimidate them.
Candidates noted that communication regarding scheduling and follow-up can be uneven, with some experiencing delays or lack of clarity about next steps. This aspect can leave candidates feeling uncertain about their status in the hiring process.