Real, anonymous reports from people who interviewed for Embedded Engineer at L&T Technology Services, newest first and distilled into what to expect across the loop.
My process came through a college placement path and was fully online. The first round mixed aptitude with electronics basics, and it leaned toward practical embedded understanding rather than pure theory. After that went okay, the HR round was direct and non-technical, mostly asking about my hobbies, the projects I’d worked on, and the experience I could connect back to the role.
After clearing an initial aptitude/coding screen, I moved into a sequence that felt pretty structured but still fast. The first round focused on core concepts and coding, and then I had a manager-led conversation where the discussion stayed anchored to my resume and project experience. That round was more about how I’d worked, what I’d built, and how I’d explain what I’d done.
The interview process typically begins with a technical assessment that includes multiple-choice questions and coding tasks focused on core C programming and embedded systems. This stage sets the tone for the rest of the interviews, with candidates noting that it is crucial to perform well here to advance.
Candidates are often asked to discuss their previous projects in detail, emphasizing their roles and the challenges faced. This round is critical as it allows candidates to demonstrate their practical understanding and application of embedded concepts.
The technical interviews primarily focus on embedded systems concepts, including C programming, hardware knowledge, and basic electronics. Candidates report that the questions are generally aligned with their resumes, avoiding abstract theory in favor of practical applications.
The HR round tends to be casual but can vary in tone, with some candidates experiencing discomfort during discussions about salary and fit. This part of the process is less technical and more focused on assessing cultural fit and communication skills.
Candidates noted variability in the interview structure, with some experiencing well-prepared panels while others felt the sessions lacked focus and consistency. This inconsistency can impact how candidates perceive their performance and the overall evaluation process.
The overall difficulty of the interviews is generally perceived as average, with some candidates finding certain aspects challenging. However, feedback is often limited, leaving candidates uncertain about their performance and the outcome.