Real, anonymous reports from people who interviewed for Software Engineer at Persistent, newest first and distilled into what to expect across the loop.
My process was short and relatively low-stress. One round lasted about an hour and mostly covered basics around C# and .NET. The interview format felt like a straightforward technical check, with only a small number of questions instead of a long sequence.
I started with a pretty standard portal flow. Once my profile was shortlisted, an HR call came in for availability and basic screening, and then the interviews got scheduled. The process felt structured overall, with clear checkpoints as I moved from technical rounds to HR. I remember the conversation staying calm and straightforward, and the interviewer(s) mostly probed core concepts and how I approach problems rather than trying to catch me out.
The interview process typically follows a structured sequence starting with HR screening, followed by multiple technical rounds, and concluding with an HR discussion. Candidates noted that the timeline could be slow, with delays in feedback after interviews.
Technical interviews often include a mix of coding questions, data structures, and system design, with some candidates experiencing a focus on specific technologies like Java, Salesforce, or Azure. The difficulty level varies, but many candidates felt the questions were designed to assess practical problem-solving skills rather than just theoretical knowledge.
HR discussions tend to focus on role fit, past experiences, and expectations, with some candidates reporting a friendly atmosphere while others found the conversations uncomfortable or probing. The lack of clarity and feedback in these discussions was a common concern.
Candidates reported varying levels of difficulty in technical rounds, with some facing challenging questions that tested deep knowledge of specific technologies or concepts. The expectation for candidates to demonstrate both coding skills and architectural thinking was emphasized.
Many candidates expressed frustration with the lack of communication and feedback throughout the process, particularly after interviews. This often left them feeling uncertain about their performance and the reasons behind the final decisions.
The overall candidate experience varied, with some finding the process smooth and professional, while others felt it was disjointed and unprofessional. The clarity of the evaluation criteria and the respect for candidates' time were highlighted as key factors in their perceptions.