Real, anonymous reports from people who interviewed for Software Engineer at Siemens Mobility, newest first and distilled into what to expect across the loop.
After a recruiter-style touchpoint, I had about a week of waiting before I joined a 1-hour online meeting with a technical leader and a hiring manager. The session began with the usual self-introduction and motivation, and then it quickly shifted into technical questions centered on train control systems—topics like ATP and DAS came up. I remember being given several problem-style questions, roughly five to seven, and it felt medium in difficulty rather than a trick.
I went into my interview after investing hours preparing a project they had requested, and I was honestly ready to have a normal back-and-forth discussion. But once the conversation started, it felt like the interviewers weren’t really fully engaged with what I was presenting. The energy was low enough that it gave me the impression the outcome had already been decided.
The interview process typically begins with an HR conversation followed by one or two technical interviews, often involving both behavioral and technical questions. Candidates noted a mix of structured formats and conversational styles, with some reporting a clear progression through stages, while others experienced delays or abrupt endings.
Candidates faced a variety of technical questions, often tailored to software engineering fundamentals, such as C#, data structures, and specific railway domain knowledge. The depth of questions varied, with some interviews focusing on practical applications and others testing theoretical understanding under pressure.
The level of engagement from interviewers significantly impacted candidates' experiences, with some reporting supportive and friendly interactions, while others felt a lack of interest or even rudeness. This difference influenced candidates' confidence and overall impression of the process.
Candidates described the interview difficulty as moderate to high, with some rounds designed to test not only technical skills but also problem-solving under pressure. The expectation for candidates to think on their feet and adapt to challenging questions was a common theme.
Communication post-interview varied widely, with some candidates receiving timely feedback and offers, while others experienced long waits or no feedback at all. This lack of communication left some candidates feeling uncertain and disappointed about their interview experience.
Candidates emphasized the importance of preparation, particularly around specific technical skills and domain knowledge relevant to the role. Some wished they had focused more on understanding the company’s projects and culture to align their responses better during the interviews.