Real, anonymous reports from people who interviewed for Software Engineer at Intuit Management Consultancy, newest first and distilled into what to expect across the loop.
The process started with an online assessment through a third-party, and I ended up doing three timed coding parts: a DSA question, an SQL problem, and a Bash scripting task. The whole OA experience was proctored in my case, with a webcam, and it took me about 90 minutes to complete the coding portion. Even though I felt like I handled the DSA and SQL well, the Bash part was always where I felt the most pressure—questions could land in languages I wasn’t expecting, and the wording mattered.
After a recruiter call, I moved into the technical stage where I ran into two pretty demanding problems. The first was a system-design style question about computing the running median of stock prices inside a sliding window. After that, I had to implement an LRU cache and also talk through what it would take to make it thread-safe. The interviewer kept pushing me to justify design decisions and think through tricky parts, and it felt like the questions were testing more than just coding fluency.
The interview process begins with a proctored online assessment that includes a mix of data structures and algorithms (DSA), SQL, and Bash scripting tasks, typically lasting around 90-120 minutes. Candidates often find the Bash component particularly challenging and unexpected.
Following the OA, candidates engage in a recruiter conversation that emphasizes their experience with AI tools in development, including how they use AI in projects. This stage is less technical and more about understanding the candidate's approach to problem-solving.
Candidates complete a take-home assignment that often involves a larger coding project or system design task, which they then present in a follow-up technical discussion. This stage assesses both coding skills and the ability to articulate design choices.
Technical interviews include system design questions and coding challenges that require candidates to justify their design decisions and demonstrate a deep understanding of concepts. Interviewers often push candidates to think critically about their solutions.
Behavioral interviews focus on past experiences, teamwork, and alignment with company values, often using the STAR method for responses. Candidates are expected to articulate their contributions to projects and how they handle challenges.
Candidates report varying experiences with communication throughout the process, often feeling frustrated by long waits and limited feedback. Some express that the lack of clarity around next steps and outcomes adds to the stress of the experience.