Real, anonymous reports from people who interviewed for QA Engineer at Globallogic, newest first and distilled into what to expect across the loop.
The process started with a recruiter conversation where they quickly went over the role and what I could expect. After that, the interviews kept a friendly, professional tone and felt structured around my experience and how I worked on testing in practice. My first technical discussion focused on knowledge from the kinds of projects I’d done before, and we stayed on topics directly related to the role—how I approached quality work and what my day-to-day looked like.
I went through interviews for a Senior QA / QA Automation role because the project sounded genuinely interesting, including train systems and the possibility of travel between Cluj and Copenhagen. Early on, the conversations were professional enough, but the process didn’t really match the seniority level they were hiring for. The technical discussion felt mostly generic and theory-based, with more basic questions about testing definitions than a practical assessment of how automation architecture should be designed, how web testing strategy would work, or how I’d code and debug in real systems.
The interview process typically follows a multi-round structure, starting with a recruiter conversation, followed by technical discussions, manager interviews, and an HR fit conversation. Candidates noted that the timeline was generally clear and communication was prompt, although some experienced delays or lack of follow-up after the final stages.
Technical rounds often emphasize practical experience and knowledge relevant to the role, including discussions on automation architecture, testing strategies, and coding tasks. However, some candidates felt that the assessments did not adequately reflect the seniority level or the specific skills required for the position.
Interviews include behavioral questions and discussions with managers that focus on project-specific experiences and interactive problem-solving. These rounds aim to assess cultural fit and the candidate's approach to quality work in a team environment.
Some candidates experienced a client round as part of the interview process, which involved technical discussions and scenario-based testing. This round is designed to evaluate how candidates would interact with clients and apply their skills in real-world situations.
Candidates reported mixed experiences regarding feedback, with some feeling that the feedback provided was vague or unsupported by the interview content. Additionally, there were instances of poor communication post-interview, leading to frustration and uncertainty about the hiring outcome.
While many candidates appreciated the structured approach and relevant topics covered, some left with a negative impression due to a lack of transparency, particularly after progressing through multiple rounds without receiving an offer. This led to concerns about the authenticity of the job openings.