JOHN LEONARD Software Engineer Interview Experiences 2026

Real, anonymous reports from people who interviewed for Software Engineer at JOHN LEONARD, newest first and distilled into what to expect across the loop.

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Hot & recentNewest first

1 week ago

Difficult Negative United States

I got an interview invite only a few business days after I applied, and the process immediately funneled me into a HireVue session. I logged in, read each prompt one by one, and had time to prepare my responses. The recording window felt tight overall: I had to answer via camera with a very short total time, and each question only gave me a limited number of attempts.

The questions were mostly behavioral in a STAR format, but what made the experience genuinely painful was that they also slipped in a coding challenge right at the end that had to be completed inside the same timed window. There was no way to ask clarifying questions, and the code editor didn’t come with helpful context. I spent longer figuring out how to work within their editor and the “existing code” setup than I did on the actual logic. Even so, I finished and passed the test cases.

1 week ago

Average Neutral United States

My timeline started with applying online, then waiting about a month for anything to happen. Eventually I was sent a HireVue link to do an asynchronous interview. That was a mix of quick behavioral prompts and a small coding piece, and it was designed to let them move fast across a lot of applicants.

A bit later, I got scheduled with a technical recruiter for a short, 30-minute conversation about role details and next steps. That recruiter chat was followed by a hiring-manager scheduling link about a week after. When I got into the later rounds, the questions leaned into the team’s stack rather than pure LeetCode—there were behavioral and technical discussions around things like Spring Boot and microservices, and multiple interviewers asked questions in a welcoming, fairly collaborative way.

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What to expect

Distilled from the reports

Initial Screening & HireVue

The interview process typically begins with a HireVue screening that includes behavioral questions and a coding challenge, often with limited attempts and tight timing. Candidates should prepare for both types of questions and familiarize themselves with the HireVue format to manage time effectively.

HireVueBehavioralCoding challenge

Technical Assessment & Live Coding

Candidates often face a technical assessment that may include live coding sessions, where they are expected to solve complex problems under time pressure. It's important to practice coding in a shared environment and be ready to explain your thought process while coding.

Live codingTechnical assessmentProblem-solving

Behavioral Interviews

Behavioral interviews are a significant part of the process, focusing on past experiences and situational responses, often using the STAR method. Candidates should prepare to discuss their background, projects, and how they handle various work situations.

BehavioralSTARPast experiences

Interview Structure & Panel Format

The interview structure generally involves multiple rounds with different interviewers, including technical and behavioral questions, often in a panel format. Candidates should be ready for a collaborative atmosphere and to engage with various perspectives.

Panel interviewMultiple roundsCollaborative

Communication & Feedback

Candidates frequently report a lack of communication and feedback throughout the process, leading to uncertainty about their status. It's advisable to follow up politely after interviews to seek clarity on next steps and outcomes.

CommunicationFeedbackFollow-up

Overall Difficulty & Experience

The overall difficulty of the interview process can vary, with some candidates feeling stressed by the pace and complexity of technical challenges. Preparing for a range of difficulty levels in coding and being mentally ready for a rigorous evaluation can help.

DifficultyStressPreparation