Real, anonymous reports from people who interviewed for Software Engineer at Macquarie Group, newest first and distilled into what to expect across the loop.
I went through a pretty typical early pipeline: a resume screen, then psychometric testing, followed by a recruiter phone interview, and later an assessment centre. Across the conversations, the tone was generally friendly and professional, and the questions skewed mostly behavioural with at least one group task as part of the assessment centre. I remember the whole thing moving at a steady pace—under two months end to end.
My process felt like it was trying to get to the right fit, but the evaluation style ended up working against me. I started with a resume/experience discussion, then moved into a system-design and API-design style round. That second stage was harder than the first, and it also felt a bit like the interviewer wasn’t weighing my background—rather than building from my experience, the conversation stayed focused on what they’d do day to day.
The interview process typically follows a structured pipeline, starting with a recruiter call, followed by technical assessments, and often includes psychometric testing, with a timeline generally under two months. Candidates noted that while the process was organized, communication about timing and updates could be lacking, leading to uncertainty.
Candidates experienced a mix of technical interviews focusing on coding, system design, and problem-solving under pressure, with formats varying from live coding sessions to algorithm challenges. While technical topics were prevalent, some candidates felt the assessments did not align well with their prior experience, leading to confusion about expectations.
Behavioral interviews were common, often exploring themes of collaboration, ownership, and fit within the team, with interviewers emphasizing communication and professional behavior. Candidates appreciated when interviewers were engaging and supportive, which helped create a more relaxed atmosphere.
Psychometric assessments were noted as a challenging component of the process, often perceived as high-stakes and time-pressured, which added to the overall stress of the interviews. Candidates expressed that preparation for this segment was crucial, as it could significantly impact their progression.
Candidates reported mixed experiences with communication throughout the interview process, with some feeling well-informed while others encountered periods of silence and uncertainty regarding their status. Clear feedback post-interview was often lacking, leaving candidates unsure of their performance and areas for improvement.
While many candidates found the interview process to be professional and structured, there were common reflections on the need for clearer alignment between the interview content and the roles being assessed. Candidates often left the process feeling that their experiences did not fully match the expectations set during the interviews.
