Real, anonymous reports from people who interviewed for Software Engineer at Lumen, newest first and distilled into what to expect across the loop.
After the initial recruiter outreach, the interviews turned into a bit of a marathon. I ended up doing multiple rounds with different people, and even though the atmosphere was civil, it was hard not to feel like there were too many steps to reach a decision. One of the later interviews was a panel setup with several interviewers, and it was very structured around behavioral prompts.
My process felt pretty organized and calm from the start. After a recruiter step, I ended up doing an HR-style conversation, then moved into a hiring manager interview, followed by a specialist interview. The whole thing had a “clear and dynamic” feel—polite interviewers, straightforward expectations, and a lot of questions that were tailored to what I had already listed on my resume.
The interview process typically starts with a recruiter outreach, followed by an automated video screening or HireVue interview, and then progresses through multiple technical and behavioral rounds, often culminating in an HR conversation. Candidates noted that the timeline can feel prolonged, with some experiencing delays in feedback after interviews.
Technical interviews often include a mix of coding challenges, conceptual questions, and discussions about past projects, with an emphasis on understanding core programming concepts and problem-solving approaches. Candidates should be prepared for both practical coding tasks and theoretical discussions on data structures and algorithms.
Behavioral interviews are structured around STAR-style questions, focusing on teamwork, conflict resolution, and past experiences. Candidates are encouraged to connect their responses to their own backgrounds and experiences, as interviewers often seek to assess fit and interpersonal skills.
Some candidates experienced a hackathon round, which involved collaborative problem-solving in a team setting, assessing both technical skills and communication abilities. This round is designed to evaluate how candidates work under pressure and interact with others while building a solution.
Candidates reported a mix of experiences, with some feeling the process was organized and supportive, while others found it stressful and impersonal, particularly due to automated components. The overall atmosphere varied, with some interviews feeling more like checklists than genuine conversations.
Candidates often left the process without an offer, with some expressing frustration over the final offer details, particularly regarding compensation. It's important for candidates to be prepared for potential negotiations and to have clear expectations about salary and benefits.