Real, anonymous reports from people who interviewed for Engineering Manager at HCL Tech, newest first and distilled into what to expect across the loop.
One distinctive part of the recruiting flow was a hackathon-style task. I was asked to build a retrieval-augmented generation pipeline using tools like LangChain, and the goal wasn’t just to make it work—it also pushed me to think about reducing hallucinations.
After a recruiter call about my interest in the role, I got follow-up emails to confirm whether I was eligible to apply. The next day I joined a Teams interview. It felt like a normal conversation, but what really stood out was the lack of communication afterward—I didn’t get any follow-up after the interview, even after I sent an additional email asking about next steps.
Candidates typically go through two to three technical rounds that assess both foundational knowledge and deeper technical skills, often focusing on Java and related technologies. The difficulty of these rounds can vary, with some candidates reporting straightforward questions while others faced more challenging, implementation-focused tasks.
Some candidates experienced a unique hackathon-style task that required building a specific application, emphasizing practical engineering skills and problem-solving rather than theoretical knowledge. This task highlighted the company's focus on applied engineering capabilities.
After the technical rounds, candidates typically engage in an HR round that includes discussions about salary and company policies. Some candidates found the compensation discussions straightforward, while others felt the final offers did not align with their expectations.
Candidates reported mixed experiences regarding communication throughout the interview process, with some receiving timely updates and feedback while others felt left in the dark after interviews. Clear communication from HR was noted as a positive aspect by some candidates.
In addition to technical assessments, candidates often participated in management or behavioral discussions that evaluated their leadership style and fit within the company culture. These discussions aimed to assess how candidates think and operate in a team environment.
The interview process is generally described as well-structured and organized, with a clear timeline and defined stages. Candidates appreciated the straightforward flow, which included initial screenings followed by technical and HR rounds.