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 and then moved into a programming-style assessment. In my case, that programming test was done on paper and aimed at producing something close to a working solution—even if it wasn’t guaranteed to compile, the goal was to be functionally correct.
The process I went through began with an aptitude assessment. It was numerical-focused and came with a strong English requirement, and it genuinely felt hard if math/aptitude wasn’t my strongest area. In my round, it was timed: 30 questions to be completed in about an hour.
The interview process typically involves an initial HR screening followed by one or two rounds with hiring managers and team members, often in a panel format. Candidates noted that the timeline could vary significantly, with some experiencing long waits for feedback after interviews.
Candidates experienced varying degrees of technical assessments, including programming tests and discussions focused on specific technologies like SQL and Java. While some found these assessments straightforward, others felt they lacked depth or were not reflective of the role's requirements.
Interviews often included behavioral questions aimed at understanding candidates' past experiences and how they handle pressure and teamwork. The emphasis on personal experiences and situational responses was noted as a significant part of the evaluation process.
Candidates reported mixed experiences regarding the interview atmosphere, with some feeling the environment was friendly and organized, while others described it as tense or unfriendly. Clear communication about the process and decisions was often lacking, leading to frustration.
Many candidates felt that the interviews prioritized assessing cultural fit and alignment with the team's needs over rigorous technical evaluations. This focus sometimes left candidates feeling unprepared for the depth of technical knowledge expected.
Despite many candidates feeling they performed well during interviews, a significant number did not receive offers, leading to reflections on the disconnect between preparation and outcomes. Candidates expressed a desire for clearer feedback and understanding of the decision-making process.