Real, anonymous reports from people who interviewed for Software Engineer at PG&E, newest first and distilled into what to expect across the loop.
Because I was approaching it as a contractor, my first step was a call with the recruiter at the contracting agency. After that call, the flow depended on whether I was still interested: they would schedule time for me to meet the hiring manager at PG&E.
After my initial recruiter touchpoint, I went into a structured interview process focused heavily on behavioral signals and safety. The format was panel-style, with recruiters and program managers sitting in. I got asked STAR-based questions and we spent time first talking through the program and expectations, then moving into questions that matched the role.
The interview process typically starts with a recruiter-led call to discuss the role and gauge interest, which may include a conversation with the hiring manager for clarity on expectations. This stage is often more about alignment than a traditional interview format.
Candidates can expect a strong focus on behavioral questions, often structured around the STAR method, assessing past experiences and situational responses. The interviewers are looking for specific evidence of how candidates have handled real scenarios.
Most interviews are conducted in a panel format, where multiple interviewers assess candidates simultaneously, often leading to a high-pressure environment. The lack of feedback during responses can make the experience feel more like an examination.
While the interviews are primarily behavioral, candidates should also be prepared for technical questions that may require demonstrating knowledge of engineering principles and relevant tools. This can include specific technical scenarios or problem-solving questions.
The overall interview process can be lengthy, often taking several weeks to months, with multiple stages including initial screenings and final interviews. Candidates should be prepared for a structured but potentially slow-moving experience.
Candidates have reported varied experiences with follow-up communication after interviews, with some experiencing delays or lack of clarity on next steps. Clear communication can be inconsistent, leading to frustration.
