Real, anonymous reports from people who interviewed for Software Engineer at Leidos, newest first and distilled into what to expect across the loop.
My interview felt intimidating mostly because of the format: there were four interviewers on the call. The questions started in a fairly standard behavioral style, but the technical portion pushed more than I was used to for a grad-style interview.
After getting scheduled, I went into a single round that was structured around a panel. A couple of hiring managers led most of the questions, then I got a few HR-style prompts, including why I wanted to work there. The flow also included technical questions that were tied directly to what I’d written on my resume.
Most candidates experienced a structured interview format, often involving multiple interviewers in a panel setting, which contributed to a more intense atmosphere. The interviews were generally friendly but focused on verifying candidates' backgrounds and experiences.
The technical portion varied in intensity, with some candidates facing coding challenges while others engaged in discussions about technical concepts without live coding. Candidates noted that the technical questions were often tied closely to their resumes, requiring them to explain their past work in detail.
Behavioral questions were a significant component of the interviews, often framed in a STAR format, focusing on past experiences and situational responses. Candidates felt that demonstrating fit and communication skills was as important as technical knowledge.
Candidates reported a range of difficulty levels, with some feeling the interviews were straightforward and low-pressure, while others found them demanding, especially during technical assessments. The pressure often stemmed from the panel format rather than the complexity of the questions.
Communication after the interviews was inconsistent, with some candidates experiencing delays or a lack of follow-up, leading to feelings of being left in the dark. Clear communication about next steps was noted as a key area for improvement in the process.
The initial stages often included a recruiter call or a one-way video assessment, focusing on logistics and basic fit before moving into more detailed interviews. Candidates appreciated the structured approach but noted that the initial screening could sometimes feel impersonal.
