Real, anonymous reports from people who interviewed for Software Engineer at Southern California Edison, newest first and distilled into what to expect across the loop.
I started with a recruiter call with talent acquisition. After that, when I matched the role requirements, I moved into a panel interview. The panel had four people, and they took turns asking questions, so the conversation felt structured but also a little fast as each interviewer jumped in.
I had a fairly standard start: a phone screening that was more about scheduling and fit than about deep technical questioning, followed by a virtual interview with a small panel. In my case the panel had three people, and the interview stayed mostly behavioral and anchored to the job listing.
The interview process typically starts with a recruiter call, followed by a panel interview that can include multiple rounds, assessments, and delays, often taking several weeks to months to complete. Candidates should expect a structured but sometimes lengthy process, with feedback-driven pacing.
Most interviews emphasize behavioral questions, often requiring candidates to use the STAR method to structure their responses. Candidates should prepare specific examples from their past experiences that demonstrate their problem-solving and interpersonal skills.
Interviews include technical questions that are often specific to the role, such as power systems, Java, and SQL, and may require candidates to demonstrate applied knowledge through problem-solving or diagramming. Candidates should be ready to connect technical concepts to real-world applications relevant to the job.
Some candidates experience initial assessment rounds that can include timed tests or video-recording responses, which add pressure and limit opportunities for recovery. It's important to prepare thoroughly for these assessments, as they can significantly impact the overall evaluation.
Panel interviews often involve multiple interviewers who may switch between behavioral and technical questions, creating a dynamic environment that tests both communication skills and technical knowledge. Candidates should practice articulating their thoughts clearly and confidently in a group setting.
Candidates report varying levels of difficulty, with some feeling the process tests resilience and pressure management more than technical knowledge. Reflecting on the experience, candidates often wish they had prepared more for the behavioral aspects or the specific technical requirements of the role.