Real, anonymous reports from people who interviewed for Software Engineer at Conocophillips, newest first and distilled into what to expect across the loop.
After a recruiter reached out, I worked with HR to get the interview scheduled. The process moved fairly quickly once it started, and I ended up speaking with team members on a specific firewall team in a technical interview format over Microsoft Teams. The tone felt like a real working session rather than a formal interrogation, but it was clearly aimed at whether I could contribute to the team’s day-to-day needs.
My process felt pretty straightforward and on the lighter side. It was mostly behavioral questions, with a noticeable emphasis on diversity, equity, and inclusion as part of the standard interview themes. I didn’t run into anything that felt surprising or unusual—just the typical questions I expected to be asked.
The interview process is generally well-structured, starting with an HR call followed by technical and behavioral interviews, often involving multiple team members. Candidates noted that the scheduling was organized, leading to a smooth progression through the stages.
Most interviews emphasize behavioral questions, often framed around past experiences and situational judgment, with a strong expectation for candidates to use the STAR method. The atmosphere is typically friendly and conversational, aimed at assessing fit and values alignment rather than technical trivia.
While many interviews are behavioral, some candidates experience a technical round that may include role-specific discussions, particularly around tools like robotic process automation (RPA). The technical depth required can vary, with some candidates facing intense, detailed technical questioning.
The overall tone of interviews is described as calm and welcoming, with many candidates appreciating the relaxed environment that encourages open dialogue. This approach helps candidates feel comfortable sharing their experiences and asking questions.
There is a noticeable emphasis on diversity, equity, and inclusion throughout the interview process, with questions designed to assess candidates' alignment with these values. This theme is integrated into both behavioral and situational questions.
Candidates often report a lack of timely feedback, with some experiencing long waits for responses after interviews. While many leave with a clear understanding of their performance, the overall outcome can be disappointing, with several candidates not receiving offers despite positive interview experiences.
