Real, anonymous reports from people who interviewed for Software Engineer at Experian Health, newest first and distilled into what to expect across the loop.
My interviews came in two main rounds, and the whole thing felt tightly aligned with what was described for the role. The first round drilled into skills I’d already put on my resume, using project-related questions to see how I’d actually worked through those kinds of problems. The second round felt broader and more general, with dev-focused questions and attempts to get into more depth on how I think.
I started with a recruiter phone screening where we kept it fairly standard: why I chose Experian, a STAR-style story, and what kind of role I was looking for. After that, I had a Codility assessment where the setup required turning on my camera. The coding part had four questions that leaned on string manipulation and OOP-style multiple choice questions, and the whole thing felt straightforward rather than tricky.
The interview process typically consists of multiple rounds, starting with a recruiter call, followed by online assessments (often Codility-style) and technical interviews that may include both live coding and behavioral components. Candidates can expect a mix of technical and cultural fit evaluations throughout the stages.
Candidates should prepare for a variety of technical questions, including coding problems, system design, and specific technologies like Java, React, and SQL. The assessments often emphasize practical problem-solving and clear communication of thought processes rather than obscure theoretical questions.
Behavioral interviews are common, focusing on candidates' past experiences and how they align with the company's values. Expect to use the STAR method to articulate responses, as interviewers assess both technical skills and interpersonal communication.
Candidates often report a lack of timely feedback and communication throughout the process, which can lead to frustration. It's advisable to follow up after interviews to seek clarity on decisions, as many candidates experienced delays or ghosting post-interview.
Overall, the interview difficulty is described as manageable, with a focus on consistency and clarity rather than trick questions. Candidates noted that while the technical portions could be challenging, the atmosphere was generally supportive and not overly stressful.
Many interviews include timed segments, especially in behavioral or coding assessments, requiring candidates to articulate their thoughts concisely under pressure. Practicing concise communication and time management can be beneficial.