Real, anonymous reports from people who interviewed for Software Engineer at ST Engineering Aerospace, newest first and distilled into what to expect across the loop.
I started with recruiter-style conversations that felt mostly like a structured walkthrough of my background. In my experience the focus was on my resume and how I work with other people—team dynamics, handling friction, and telling stories with clear specifics. There weren’t really any technical questions; even when they probed my projects, it was more to understand my role and decision-making than to test coding or fundamentals.
My process started with a HireVue digital interview that ran about 15–20 minutes. It had a total of nine prompts, mixing video questions with written and multiple-choice/multiple-selection items. The questions themselves leaned behavioral and also asked things that mapped directly back to the job description, so it didn’t feel like I was being tested for deep technical knowledge during that stage.
The interview process typically begins with an HR or recruiter call, often followed by a digital interview or video screen that includes behavioral prompts. Candidates should prepare for a mix of structured questions focused on their background and fit for the role.
Most interviews emphasize behavioral questions, often using the STAR method, to gauge communication skills and team fit. Candidates should be ready to discuss their experiences and how they handle collaboration and problem-solving in various contexts.
Technical interviews vary in focus, with some candidates experiencing in-depth assessments on programming fundamentals, applied mechanics, or domain-specific knowledge. Expect to explain problem-solving approaches and connect technical concepts to past experiences.
Candidates may face panel interviews where multiple interviewers assess both behavioral and technical competencies. The dynamics can vary, with some candidates finding it challenging to manage diverse questioning styles and unexpected prompts.
The interview experience is generally described as supportive and low-pressure, with a focus on open communication. However, candidates have noted that feedback and follow-up can be slow or impersonal, impacting the overall impression of the process.
Many candidates leave the process without an offer but feel that the evaluation criteria were clear and fair. Reflecting on the experience, candidates often wish they had better prepared for unexpected questions or deeper technical discussions.