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.
My process started with short, behavioral-heavy interviews. One round was a quick 30-minute panel format with three questions, and the whole thing was purely behavioral—no technical topics at all. The interviewers were welcoming, and it felt like they wanted me to just do my best and speak clearly about how I work.
After applying, I went through a phone screening and then a virtual interview. The initial phone step didn’t really focus on specific questions—it was more about scheduling and logistics than content. Then a couple of weeks later, I joined a panel of three for the actual interview.
The interview process heavily emphasizes behavioral questions, often structured around the STAR method, focusing on past experiences and how candidates handle various situations. Candidates should prepare specific examples that demonstrate their problem-solving and interpersonal skills.
Most interviews are conducted in a panel format, typically involving multiple interviewers who ask questions in a conversational style. This format can help ease nerves but requires candidates to engage with several interviewers simultaneously.
While many reports indicate a focus on behavioral questions, some candidates do encounter technical scenarios, particularly related to engineering problems or specific job requirements. Candidates should be prepared for both technical questions and scenario-based problem-solving.
The interview process can be lengthy and may involve multiple steps, including initial screenings, assessments, and scheduling challenges. Candidates should be prepared for a potentially drawn-out timeline and follow-up communications.
Some candidates report undergoing personality assessments early in the process, which can feel restrictive and may impact overall candidacy. Familiarity with the assessment format may help candidates feel more comfortable.
Throughout the interviews, there is a strong emphasis on cultural fit and how candidates align with the company's values and work environment. Candidates should be ready to articulate their motivations for wanting to work at the company and how they contribute to team dynamics.
