Real, anonymous reports from people who interviewed for Software Engineer at GSK, newest first and distilled into what to expect across the loop.
I went through an automated-feeling video screening where it basically felt like I was talking into a system rather than having a real conversation. It was presented as mostly “what I said,” not how I could read the room or show much interpersonal presence, and the whole thing gave me a robotic, almost one-way vibe.
I was asked for relevant experiences right away, and I talked through work tied to their portfolio. The interview felt skills-based with a lot of hypothetical questions, and it mostly revolved around whether my background matched what they wanted for the software development side of the role.
Candidates typically start with an automated video screening or a HireVue format that includes logic-style questions and requires recorded responses, which can feel impersonal and stressful due to the lack of retakes.
Behavioral rounds focus on teamwork, handling difficult situations, and relevant experiences, often using a structured approach to assess cultural fit and interpersonal skills.
Technical interviews include scenario-based questions and coding tasks, with a strong emphasis on practical problem-solving and decision-making in real-world contexts.
Some candidates experience a full-day assessment center with various activities, including role-play exercises and presentations, which assess performance across different formats.
The interview environment can vary, with some candidates noting a serious tone from interviewers that adds pressure, while others experienced delays and poor communication that affected their overall impression.
Many candidates did not receive offers, often reflecting on mismatches in expectations or specific profile preferences from the interviewers, indicating a selective process.