Real, anonymous reports from people who interviewed for Software Engineer at SWIFT, newest first and distilled into what to expect across the loop.
I started with an HR screening that focused on my motivations and a quick overview of the company and the role. It also touched on compensation, and the tone felt smooth and conversational. A week later I moved into a technical interview with a hiring manager and a team member, where they probed my background by pulling specific points from my resume and asking about related training and certifications. The whole vibe stayed fairly collaborative—there was room to clarify questions, and the discussion stayed grounded in whether I had the basics to ramp up given the documentation and onboarding the company relies on.
I went through a slower, more drawn-out hiring flow that started with coding and then stretched into multiple waits. After applying in December, I eventually received an invitation for an initial coding test conducted via Codility. The test felt manageable, and after a few weeks I was told I passed and would move on. Then there was another multi-week gap before I was invited to a final interview with the team I’d potentially work with.
The interview process typically begins with an HR screening followed by multiple technical interviews, but candidates have reported varied timelines, with some experiencing long delays between stages, leading to frustration. Overall, the process can feel organized, but communication about next steps can be inconsistent.
Candidates face a mix of technical interviews that assess Java, backend development, and system fundamentals, often without a take-home component. The technical depth can vary, with some interviews focusing on problem-solving and real-time coding under pressure.
Initial conversations often emphasize fit and communication, with behavioral questions about past experiences and problem-solving approaches. Interviewers are generally described as supportive, fostering a collaborative environment, which can help candidates perform better.
Some candidates reported challenging experiences with panel interviews, where the structure felt uneven and questions were asked without much context. This can create a distracting environment that impacts performance, especially when multiple senior interviewers are involved.
The overall candidate experience is heavily influenced by the professionalism of the recruitment process, with some candidates noting that clear communication and timely feedback are crucial. Poor communication can lead to a negative impression, even if the technical interviews go well.
The difficulty of the interviews is generally described as average to above average, with candidates encouraged to prepare for both technical depth and the ability to articulate their thought processes clearly. Many candidates felt that their performance was as much about communication as it was about technical knowledge.