Real, anonymous reports from people who interviewed for Consultant at Sogeti, newest first and distilled into what to expect across the loop.
After applying, I got contacted quickly and the recruiter sounded genuinely excited, almost stunned that I hadn’t already been snapped up. We talked through my background with an MSP and my mail-migration work, including how I ran projects end to end from kickoff through implementation and then the post-implementation survey. A week later I followed up since nothing had landed, and shortly after that a panel interview got scheduled.
I heard back through Handshake and did a phone screen that went well. I was told my next round would be with a VP, and that conversation ended up feeling pretty laid back—more like a casual chat than a formal interview. It mostly stayed focused on conversation and fit rather than anything that felt overly intense.
The recruitment process typically begins with a recruiter call to discuss the role and expectations, followed by a series of interviews that may include technical discussions and HR conversations. The timeline can vary, with some candidates experiencing quick responses while others face delays and lack of follow-up.
Interviews are generally structured and can include a mix of behavioral and technical questions, often focusing on fit rather than deep technical assessments. The atmosphere tends to be friendly and conversational, although some candidates reported feeling the interviews were impersonal or overly focused on presentation.
Technical interviews may vary in depth, with some candidates facing specific technical questions about their experience and skills, while others report a lighter approach that emphasizes problem-solving and communication skills. Candidates should be prepared for both general and specific technical inquiries.
Some candidates experience panel interviews or client-facing discussions that can be more challenging, as these often involve assessing not just technical fit but also interpersonal skills and the ability to engage with clients. The tone can shift to a more evaluative nature during these rounds.
Candidates frequently noted a lack of clear communication regarding next steps and outcomes, leading to feelings of frustration and uncertainty. While some enjoyed prompt responses, others experienced ghosting or delays that impacted their overall impression of the process.
The overall candidate experience varies widely, with some reporting a smooth, efficient process that respects their time, while others felt the experience was disorganized or left them in the dark. Candidates appreciated structured processes but were disappointed by inconsistent follow-through.