Real, anonymous reports from people who interviewed for Software Engineer at Sanmina, newest first and distilled into what to expect across the loop.
My process started with a virtual interview. After that, I moved into a programming assessment where I had to work on paper, aiming for something functional rather than perfectly compiling code. It felt like a practical test of whether I could reason through the problem and produce a working solution, even without running it.
I began with an aptitude test: thirty questions to finish in one hour, heavily numerical. It also required a solid command of English, and I could feel the pressure of that constraint as I worked through the questions. The difficulty here was the gatekeeper—people who weren’t strong at aptitude clearly struggled to move forward, and only a small fraction passed the cut.
Candidates typically start with an aptitude test that includes numerical and verbal reasoning questions, which serves as a significant gatekeeper for advancing in the process. Strong performance is crucial, as only a small fraction of candidates pass this initial screening.
Following the initial screening, candidates engage in a technical assessment that often includes a paper programming exercise, where the focus is on producing functional solutions rather than perfectly compiling code. This stage tests problem-solving abilities under constraints.
A group discussion round is common, where candidates are evaluated on their communication, teamwork, and ability to articulate thoughts in a collaborative setting. This round emphasizes quick thinking and engagement with peers.
Candidates often participate in technical interviews focused on their past projects and relevant programming languages, with interviewers looking for clear technical storytelling and understanding of fundamental concepts. The atmosphere can vary, impacting the overall experience.
The interview environment can be described as unstructured or even oppressive at times, leading to discomfort despite the technical content being manageable. Additionally, many candidates report delays and a lack of follow-up communication post-interview, which can leave them feeling uncertain about their status.
Behavioral questions focusing on work style, stress management, and decision-making under pressure are prevalent, indicating that the company values candidates' approaches to real-world challenges as much as their technical skills.
