Real, anonymous reports from people who interviewed for Software Engineer at DNV, newest first and distilled into what to expect across the loop.
After a recruiter call, I ended up doing a technical screen where the conversation jumped straight into questions tied to my background. I talked through my internship and projects, and the questions then narrowed into MongoDB and SQL, plus the kinds of data structures I’d used or discussed in school and work. The whole vibe felt pretty day-to-day, like they were trying to see whether I could connect my experience to practical problem solving.
I went through the usual HR and team coverage, but the experience stood out for very different reasons. My process started with a first conversation with HR, then moved to interviews with the team lead and another HR touchpoint. The second parts felt like they were reading from a script, and when we got to an English-related portion, the HR interviewer clearly didn’t have strong command of the language. The questions didn’t flow naturally, and it honestly felt like they weren’t even fully sure what they were asking.
The interview process typically begins with an HR screening, followed by technical interviews and managerial rounds, often spanning several weeks. Candidates noted that the pacing varied, with some experiencing quick feedback while others faced delays.
Technical interviews often emphasized practical problem-solving skills, covering topics like SQL, data structures, and engineering fundamentals, with some candidates facing rigorous technical exams that tested depth of knowledge.
Many candidates encountered rounds focused on interpersonal fit and communication, where interviewers assessed alignment with team dynamics and company culture rather than solely technical skills.
Some candidates underwent psychometric evaluations and personality assessments, which were perceived as significant in determining fit, potentially overshadowing technical evaluations in some cases.
Candidates expressed mixed experiences regarding communication quality throughout the process, with some noting clear and responsive interactions while others felt the initial HR stages lacked coherence and clarity.
The overall difficulty of the interview process was described as moderate to high, with candidates feeling the competition was intense, especially for technical roles, which contributed to a sense of pressure during evaluations.