Real, anonymous reports from people who interviewed for Software Engineer at Electrolux, newest first and distilled into what to expect across the loop.
My process ended up feeling careless and demotivating. I started with recruiter involvement, but the real push came later: a hiring manager–style round where I was told to complete a take-home challenge that ate up about 4–5 hours over the weekend. I also showed up for a face-to-face interview after a long drive, and when I arrived there wasn’t much of any welcome. I had to call around just to get let in, then I waited outside for close to 15 minutes before anything started.
My interview journey felt fairly structured from the start. After an initial recruiter conversation, about a week later I moved into the more technical part. I had a screen that ran through the role’s responsibilities and scope, and the panel also laid out what the job would cover and what the day-to-day could look like.
The interview process typically follows a multi-step structure, starting with an HR phone screen, followed by technical discussions and onsite interviews. Candidates reported a mix of remote and in-person components, with some experiencing delays between steps that affected the overall momentum.
Candidates can expect a technical assessment that may include problem-solving exercises or practical tasks related to software engineering. The focus is often on explaining thought processes and demonstrating understanding rather than facing overly complex challenges.
Many interviews include behavioral questions aimed at assessing cultural fit and alignment with company values, often framed in a conversational style. Candidates should prepare to discuss their backgrounds and how their experiences relate to the role.
Onsite interviews often involve multiple interviewers and may include a tour of the facility, which helps contextualize the role. However, some candidates noted that the organization of onsite interviews could be chaotic, affecting the professionalism of the experience.
Candidates reported varying experiences with communication throughout the process, with some feeling left in the dark for extended periods. Clear follow-up and timely updates are areas where candidates felt improvements could be made.
The overall candidate experience ranged from informal and casual to structured and professional, with some candidates feeling that their time was not valued. It's advisable to approach the process with an understanding of potential variability in organization and engagement levels.
