Real, anonymous reports from people who interviewed for Software Engineer at Occidental Petroleum, newest first and distilled into what to expect across the loop.
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I experienced a process that felt especially focused on fit, safety mindset, and teamwork over pure technical depth. After initial recruiter contact, I had an interview opportunity tied to engineering teams and location panels, and the follow-up conversations stayed friendly and deliberate. In one round, it was framed almost like they were screening for how I’d contribute without causing friction—safety-first, collaborative, and dependable.
What stood out was how little technical questioning there was compared to the amount of behavioral discussion. I answered questions about times I’d struggled, how I dealt with difficult people, and how I handled situations that required patience and restraint. The interviewers also asked me questions meant to reveal what kind of coworker I’d be and how I’d protect quality and safety in day-to-day work.
8 months ago
Average Positive The Woodlands, TX
After my university recruiter outreach, I ended up doing a pretty light set of interviews that leaned hard on behavioral questions. I first got connected through an event and then had a quick, short screen—about thirty minutes—where it felt like a normal conversation. The questions were largely the classic “tell me about a time” style prompts, and the interviewers were friendly and made space for me to ask questions at the end.
When I moved forward, the format stayed structured but still comfortable. I had a panel-style session with engineers, and the team emphasized STAR responses—how I handled situations, worked with people, and how I delegated or managed myself in a workplace. Across these conversations, there were only minimal technical touches, and the vibe stayed relaxed rather than intense. Even when I spoke with HR or a plant manager, it mostly traced back to my resume and general behavioral fit, with just a single easy technical question showing up at one point.
8 months ago
Average Positive Denver, CO
My process started like a lot of others—first with a recruiter setup, then a couple stages after that—but the intensity ramped up because they wanted …
10 months ago
Average Positive United States
My interviews had a clearer “program” feel: multiple rounds, a Zoom format, and a structured flow where most of what I answered was behavioral. I join…
> 1 year
Average Positive United States
My application moved in a more traditional, multi-step way with clear checkpoints. I heard back after about a couple weeks to set up a phone interview…
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What to expect
Distilled from the reports
Behavioral Focus
The interview process heavily emphasizes behavioral questions, often using the STAR method to assess how candidates handle workplace situations, teamwork, and conflict resolution. Expect to share detailed stories about past experiences rather than facing intense technical grilling.
STARBehavioralTeamwork
Technical Assessment
While technical questions are included, they are generally light and not the main focus of the interviews. Candidates may be asked to discuss their technical background or provide examples of past work, but the depth of technical questioning varies significantly across interviews.
TechnicalResume-basedLight
Interview Structure and Atmosphere
The interviews are structured yet maintain a friendly and relaxed atmosphere, often resembling conversations rather than formal interrogations. Panel interviews may involve multiple interviewers who track responses for consistency.
StructuredRelaxedPanel
Timeline and Communication
Candidates report variable timelines, with some experiencing delays of weeks or months between interview stages. Communication about next steps can be inconsistent, leading to uncertainty about the process.
TimelineCommunicationDelays
On-site Experience
On-site interviews often include a mix of technical and behavioral questions, along with opportunities for informal interactions, such as lunch with team members. This provides insight into the company culture and the work environment.
On-siteCultureInformal
Candidate Reflection
Candidates often reflect on the importance of being prepared for both behavioral and situational questions, as well as the need to demonstrate fit within the team. Many express a desire for clearer communication throughout the process.
