Real, anonymous reports from people who interviewed for Software Engineer at SAS, newest first and distilled into what to expect across the loop.
My journey started with an HR screening call, followed by a one-on-one cultural interview. Then I got pulled into a long final round panel that lasted about three hours and included nine different people. The format was very STAR-style for most of it—structured behavioral prompts—and then it shifted into a small coding challenge.
I applied to two positions and ended up self-scheduling a screening call with a recruiter. During that call, we both seemed aligned that my skill set was larger than what those two openings required. The recruiter even said he would connect me with a manager he knew who could use my work.
The interview process typically starts with an HR screening, followed by a mix of technical and behavioral interviews, often culminating in a final round with multiple interviewers. Candidates should expect a structured timeline that may include several rounds in a single day, especially for technical assessments.
Candidates will face various technical assessments, including coding challenges, data structures and algorithms questions, and discussions on foundational concepts like object-oriented programming and SQL. It's important to be prepared for both theoretical questions and practical coding tasks without IDE assistance.
Behavioral interviews are common, often using the STAR method to assess cultural fit and past experiences. Candidates should prepare to discuss their work history, project experiences, and how they handle challenges in a structured manner.
Final rounds often involve panel interviews with multiple stakeholders, where candidates engage in discussions about their experiences and how they align with the team's needs. This format emphasizes interaction and may include both technical and behavioral components.
Candidates reported mixed experiences regarding communication and feedback throughout the process, with some feeling that their time was not respected or that they received vague or unhelpful responses. It's advisable to follow up for clarity and be prepared for potential delays.
There can be a disconnect between the role expectations outlined in job postings and the actual requirements assessed during interviews, particularly regarding experience levels and specific technical skills. Candidates should clarify role details early in the process to avoid misalignment.
