Real, anonymous reports from people who interviewed for Software Engineer at L3Harris Technologies, newest first and distilled into what to expect across the loop.
My process started normally—recruiter outreach and then scheduling the next step—but what made it memorable was the communication breakdown afterward. In one part of the journey, I had interviews set up where I reviewed my experience and projects, and everything seemed to be moving. I even had to reschedule a couple of times because a manager wouldn’t join at the planned time, so the timing felt a bit unstable from the start.
After a recruiter call, I had a phone screen with the hiring managers, and then the process moved into a virtual Teams interview with a panel. The format felt pretty straightforward: we went over my resume and talked through the technical projects I had worked on, and the questions were clearly tied back to my relevant experience. The interviewers stayed prompt and organized, and even though they weren’t on camera, they didn’t seem to mind whether I was.
The interview process typically starts with a recruiter call, followed by a technical screen and a panel interview. The overall timeline can span from a few days to several weeks, with some candidates experiencing clear communication while others felt left in the dark post-interview.
Technical interviews often focus on core programming concepts, including OOP principles and basic coding questions, but many candidates reported a lack of deep technical problem-solving or live coding. The technical depth varies, with some candidates feeling the questions were straightforward while others found them challenging.
Behavioral interviews are common, emphasizing past experiences and cultural fit rather than technical prowess. Candidates are encouraged to use structured methods like STAR to articulate their experiences clearly, with many interviewers focusing on how well candidates communicate and align with team values.
The level of engagement from interviewers varied significantly, impacting candidates' experiences. Some reported friendly and conversational interviews, while others felt the interactions were disjointed or lacking enthusiasm, leading to a sense of uncertainty about their performance.
Candidates frequently expressed frustration over poor follow-up communication after interviews, with some receiving no feedback or updates on their application status. This lack of closure contributed to a negative overall impression of the interview experience.
Candidates noted the importance of being well-prepared to discuss their projects and experiences, as interviews often centered around resume-driven discussions. Understanding the expected technical and behavioral content can help candidates feel more confident and articulate during interviews.