Real, anonymous reports from people who interviewed for Software Engineer at Occidental Petroleum, newest first and distilled into what to expect across the loop.
After talking with a recruiter, the process moved into multiple online rounds with engineering leaders, peers, and HR—spanning several weeks and feeling more like an effort to understand how I worked with people than to probe deep technical knowledge. Most of the conversations followed a behavioral structure, often framed with STAR-style prompts. I got asked about times I’d struggled, how I handled difficult people, and how I approached personal goals and accomplishments, with a recurring emphasis on safety and being a team player. The overall vibe was friendly and fairly smooth, and the sessions I had were online with engineers and HR rotating in, including a peer interview that helped me better “see” the team and what success looked like for an individual contributor.
My process felt the most intense when it became highly structured and multi-round. It started online, and I moved through several stages with small groups of interviewers, where each round had multiple people asking questions in a fairly organized way. The atmosphere stayed friendly, but it wasn’t casual in the sense of being unstructured—interviewers took notes and seemed focused on confirming the same qualifications from different angles.
The interview process heavily emphasizes behavioral questions, often using STAR-style prompts to assess how candidates handle challenges, teamwork, and personal goals. Candidates should prepare specific examples that highlight their experiences in these areas.
While technical questions are present, they are generally less intense and more focused on practical application rather than theoretical problem-solving. Candidates should be ready to discuss their technical skills and past projects in detail.
The interview process is organized into multiple rounds with various interviewers, often involving both HR and engineering staff, which helps assess fit from different perspectives. Candidates can expect a series of structured conversations rather than a single panel interview.
Some candidates may be required to give a presentation on how they would add value to the team, which shifts the focus from simply answering questions to demonstrating thought processes and problem-solving abilities. Preparing a clear, concise presentation is advisable.
The overall timeline can vary significantly, with some candidates experiencing long gaps between interview stages. Clear communication about timelines and expectations is not always consistent, so candidates should be proactive in seeking updates.
There is a strong emphasis on cultural fit and personality throughout the interview process, with interviewers looking for candidates who align with the company's values and team dynamics. Candidates should be prepared to discuss their work style and how they contribute to a positive team environment.