Real, anonymous reports from people who interviewed for Software Engineer at Principal Financial Group, newest first and distilled into what to expect across the loop.
I started with an HR call that was basically a screening, and then it took about a week before I got scheduled for my first technical round. That round ran around 1.5 hours. After that, there was another week of waiting while I waited for confirmation on whether I passed, and once I cleared it, I was brought into a manager + technical round.
After applying, I heard back and got a HireVue on-demand interview. The video portion had a dozen questions with a mix of video responses and text answers, and each question allowed unlimited attempts and prep time. Most of it felt like standard behavioral stuff—things like talking through my experience and explaining why Principal—so I spent the time framing my stories clearly.
The interview process typically starts with a recorded HR call, followed by a technical round, and then a manager-led discussion, culminating in an HR round focused on offer discussions. The overall timeline can be lengthy, often involving a week or more between stages, leading to a clear but stretched experience.
Candidates can expect a mix of technical assessments that may include live coding exercises, object-oriented programming discussions, and problem-solving scenarios, often emphasizing reasoning and approach rather than just final solutions. The technical difficulty varies, with some candidates noting a focus on fundamental concepts and others experiencing more challenging, detailed discussions.
Behavioral interviews are a significant part of the process, often occurring before or alongside technical assessments, focusing on candidates' experiences, challenges faced, and learning outcomes. Candidates are encouraged to prepare their stories clearly, as these discussions are integral to evaluating cultural fit.
Communication throughout the process can be inconsistent, with some candidates experiencing delays and vague feedback after technical rounds, leading to frustration. While some report timely updates and clear next steps, others felt abandoned or unclear about their status after interviews.
The interview atmosphere varies, with some candidates describing it as friendly and supportive, while others found it impersonal or stressful. The tone can significantly impact candidates' comfort levels, affecting their performance during technical assessments.
Some candidates encountered aptitude tests or puzzle-style exercises as part of the initial screening, which were perceived as less relevant to actual software engineering skills. These rounds often felt disconnected from the technical discussions that followed, leading to mixed feelings about their necessity.