Real, anonymous reports from people who interviewed for Software Engineer at Ivanti, newest first and distilled into what to expect across the loop.
After a recruiter call, I ended up in a fairly tight sequence of interviews spread across HR and multiple people on the technical side. There was an HR phone conversation where we talked through the basics of what they were looking for and what they needed to clarify. Shortly after, I had a hiring manager round where I walked through what I was currently doing and how it matched the role.
My process lasted about four to five weeks and it was built like a sequence of technical-heavy rounds with some leadership sprinkled in. I went through four rounds in total, starting with a non-technical HR discussion and then moving into technical evaluation. The structure felt rigorous and, on paper, the expectation was clear—except the final step left a bad taste.
The interview process typically spans four to five weeks and includes multiple technical rounds following an initial HR screening. Candidates often experience a mix of technical evaluations and managerial discussions, with some reporting a lack of clarity or abrupt transitions between rounds.
Candidates face a series of technical interviews focused on coding, data structures, and algorithms, often with a mix of LeetCode-style problems and real-world application scenarios. The difficulty ranges from moderate to difficult, with some candidates feeling the questions did not align with the job's actual requirements.
Interviews often include discussions about past experiences and cultural fit, with several candidates noting a strong emphasis on team compatibility and alignment with company values. This aspect is sometimes prioritized over technical depth, leading to a more conversational tone in some rounds.
The final rounds typically involve discussions with higher-level management and HR, where candidates may feel the pressure of time constraints or unexpected technical questions. Many candidates report feeling uncertain about the decision-making process, especially if the final discussions do not align with earlier positive feedback.
Candidates are often assessed on specific technical skills relevant to the role, such as C#/.NET, SQL, and system design, with some experiencing a focus on security and networking topics. The technical questions can vary widely, sometimes leading to confusion about the role's actual demands.
Several candidates express frustration over a lack of communication and feedback throughout the process, particularly after the final interviews. Ghosting or delayed responses from HR can leave candidates feeling uncertain about their performance and the overall evaluation process.