Real, anonymous reports from people who interviewed for Software Engineer at Medtronic, newest first and distilled into what to expect across the loop.
I started with a hiring manager screening, and then about a week later I went through an on-site that felt tightly structured. The on-site included two back-to-back rounds with two engineers, with questions that focused on how I approach the job and how I think through problems. The last part was just a separate conversation with the hiring manager that was more casual, like they wanted to gauge fit beyond the technical back-and-forth.
My process started with a screening call where I talked through my background and fit, first with the hiring manager and then with a recruiter. After that, I moved into a longer multi-round loop: one behavioral round up front, followed by three technical rounds that focused heavily on my experience and how I think when solving problems. The final step circled back to the hiring manager, which gave the whole thing a clear, end-to-end “mutual evaluation” feel.
The interview process typically begins with a recruiter screening followed by multiple rounds, including technical and behavioral interviews, often culminating in a final conversation with the hiring manager. Candidates noted variability in the timeline, with some experiencing quick turnarounds while others faced delays and unclear communication.
Technical rounds often included a mix of problem-solving discussions and coding exercises, with some candidates facing live coding challenges or broader technical topics beyond just coding. The difficulty level was generally perceived as average, but the scope of questions varied significantly across interviews.
Behavioral interviews focused on candidates' experiences, soft skills, and cultural fit, often using the STAR method for responses. Many candidates felt these rounds were designed to assess alignment with the company's values and work environment rather than just technical prowess.
Candidates reported mixed experiences regarding communication throughout the process, with some feeling well-informed while others experienced significant delays and a lack of feedback after interviews. This inconsistency contributed to frustration and uncertainty about their standing in the process.
The overall tone of interviews varied, with some candidates describing a friendly and conversational atmosphere, while others noted a more formal or even uncomfortable environment. The engagement level of interviewers also impacted candidates' perceptions of the process.
Many candidates did not receive offers and expressed disappointment, often reflecting on the clarity of the process and the quality of interactions. Some wished they had better understood the expectations or had received more timely feedback regarding their performance.
