Real, anonymous reports from people who interviewed for Software Engineer at Leonardo DRS, newest first and distilled into what to expect across the loop.
After an initial HR call, I went into another phone interview with the hiring manager. Both conversations were conversational and grounded in how I’d worked before and how I handled different situations, and I felt like the recruiter process was organized and deliberate.
I started with a quick HR phone screening where I talked through my background and a few behavioral prompts. After that, I had a technical call with the software team manager that mostly focused on what I’d done on past work and how I approached problem-solving. The whole thing felt fair for the level of the role, and the recruiting team was easy to talk to.
The interview process typically begins with an HR phone screen, followed by a technical interview with the hiring manager or team leads, and often culminates in a panel or onsite interview that includes multiple team members. The flow can vary, with some candidates experiencing a more structured sequence while others find it disjointed or lengthy.
Candidates can expect a strong emphasis on technical skills relevant to the role, including applied problem-solving in areas like signal processing, embedded programming, and FPGA design. Interviews often require candidates to demonstrate their thought processes and practical understanding of engineering concepts rather than rote memorization.
Behavioral questions are a significant part of the interviews, aimed at assessing candidates' past experiences, problem-solving approaches, and communication styles. The company appears to prioritize cultural fit alongside technical competence, with interviewers often discussing team dynamics and day-to-day work expectations.
Many candidates experience panel interviews where multiple team members assess their fit and technical skills simultaneously. These sessions can feel like a series of mini-interviews, focusing on both technical depth and interpersonal communication, and are designed to gauge how well candidates align with team expectations.
The timeline for the interview process can vary significantly, with some candidates experiencing quick turnarounds and others facing lengthy waits between stages. Clear communication from the recruiting team is noted as a positive aspect, though some candidates report frustrations with delays or lack of feedback after interviews.
Candidates should be prepared for discussions about the actual work environment and expectations, including workload and team pressures. Some interviews have revealed a stark contrast between the friendly tone of initial conversations and the demanding nature of the role, which can influence candidates' decisions to continue in the process.
