Real, anonymous reports from people who interviewed for Software Engineer at Mediterranean Shipping, newest first and distilled into what to expect across the loop.
I went through the kind of hiring flow that starts with HR quickly and then moves into in-person technical rounds. The first HR discussion focused on my experience and common details, and then I had face-to-face interviews that were technical on both levels, including an in-depth look at OOP concepts, project-pattern style thinking, SQL Server topics, and even a written program test across C# and SQL.
My journey started with a fairly tight first step: a phone screening that lasted about half an hour. The interviewer asked technical questions around C# and other .NET topics, and the goal felt like getting a quick signal on whether my fundamentals were solid. After that, there was a more hands-on stage where I had to do a small coding test in addition to discussing questions tied to the role.
The interview process is multi-step and can be lengthy, often involving several rounds of HR discussions and technical interviews, which may include both written tests and coding challenges. Candidates reported delays and scheduling issues that extended the overall timeline significantly.
Technical interviews focus on core programming concepts, particularly in C# and SQL, with a mix of coding tests and theoretical questions designed to assess understanding rather than just rote knowledge. Candidates noted that the difficulty level was generally above average, requiring a solid grasp of fundamentals.
HR rounds are typically friendly and focus on cultural fit, salary expectations, and role alignment, but candidates should be prepared for discussions that may also touch on contractual obligations and long-term commitments. The tone is generally professional and supportive.
Candidates experienced a mix of assessment formats, including written tests, coding challenges, and multiple-choice questions. The emphasis on written tests can create a more intense atmosphere, especially under time constraints, which some candidates found challenging.
Candidates reported varied experiences, from feeling overwhelmed by the number of technical questions to enjoying a more relaxed atmosphere in some interviews. Many reflected that alignment with their background made the process easier, while others felt the structure could lead to fatigue.
Despite thorough evaluations, many candidates did not receive offers, often citing misalignment with role expectations or contractual terms as key factors. It's important for candidates to clarify these aspects early in the process to avoid disappointment later.
