Real, anonymous reports from people who interviewed for Software Engineer at Modis, newest first and distilled into what to expect across the loop.
My path started in a fairly classic “neolaureato” format: first a brief phone screening, then an informal conversation where they asked about projects I had done at university, including my thesis, all through video. The final step was a more technical interview with the client, where I expected them to dig into the practical side of what I understood.
I started with a phone conversation that was mainly about validating my professional direction. After that, there was another discussion with a recruiter to make sure the role and my understanding of the job lined up. If they liked the fit, I would then meet the team lead(s) to confirm I understood what the work actually involved and to see if the “feeling” would click with the group.
The interview process typically involves multiple phases, starting with a phone screening followed by discussions with HR and team leads, often culminating in a technical interview. Candidates noted a mix of informal and structured conversations, with some experiences feeling more focused on fit than technical depth.
Technical interviews vary in depth, with some candidates experiencing targeted questions rather than extensive coding exercises. The focus often shifts to how candidates' past experiences align with the role rather than purely testing technical skills.
Candidates reported varying levels of professionalism and clarity in communication throughout the process, with some experiencing delays or lack of follow-up after interviews. Positive interactions were noted, but inconsistencies in communication left some feeling uncertain about their status.
The pacing of the interview process can vary significantly, with some candidates receiving offers quickly while others experienced lengthy delays. The urgency of hiring needs appeared to influence the speed of decision-making.
Many candidates emphasized that interviews often prioritized cultural fit and alignment with the company's values over technical assessments. This approach fostered a conversational atmosphere but sometimes left candidates unsure about their technical capabilities being adequately evaluated.
Feedback varied, with some candidates receiving clear communication about their outcomes while others felt left in the dark. Even without offers, many candidates appreciated the clarity of the process, though some expressed disappointment over the lack of transparency regarding role expectations.
