Real, anonymous reports from people who interviewed for Software Engineer at Equinor, newest first and distilled into what to expect across the loop.
After I applied, I went through a pretty clear, organized sequence. There was a CV assessment first, then an online written assessment that mixed an IQ-style test with a personality component. After that, I had a pre-recorded interview where I answered prompts by myself rather than speaking live to an interviewer.
My process started online and felt very automated. After the initial application, I got a link to complete an ability test and a personality assessment, and the personality part was more like choosing between options in different situations. Then, weeks later, I was invited to a computer-based recorded interview—no live back-and-forth with a human.
Candidates typically begin with a recruiter phone screen followed by online assessments that include both ability tests and personality evaluations, often in a timed format. This phase is crucial for filtering candidates based on both technical and cultural fit.
Many candidates experience a pre-recorded video interview where they respond to prompts without live interaction, which can feel impersonal and stressful due to time constraints. This format is used to gauge both cognitive abilities and alignment with company values.
The recruitment day often involves a mix of group exercises, individual interviews, and presentations, designed to assess both technical skills and interpersonal dynamics. Candidates noted the demanding nature of switching between different formats throughout the day.
Technical interviews are a significant part of the process, focusing on role-specific knowledge and problem-solving abilities. Candidates reported a deep dive into technical topics, often requiring them to connect past experiences to current technologies.
Behavioral interviews are common, where candidates are asked to reflect on past experiences and demonstrate how they align with the company's values. The focus is on storytelling and practical reflection rather than trick questions.
Candidates experienced varying timelines, with some reporting lengthy waits for feedback after interviews, which can lead to frustration. Clear communication is often lacking during the waiting periods, contributing to uncertainty about the outcome.
