Real, anonymous reports from people who interviewed for Software Engineer at TotalEnergies, newest first and distilled into what to expect across the loop.
My process ended up being an assessment-center style loop, not just a single interview. After the initial contact, I moved into a multi-part day with several sections that felt structured like a full evaluation rather than a casual conversation. The centerpiece was a competency-based interview, where they focused on how I handled past situations and how I fit the role.
My recruitment process felt very organized from the start and it ran in four steps. First I had an HR conversation to go through my background, motivations, and whether I truly matched what the company was looking for. After that, I went through two technical interviews meant to evaluate my skills in a more hands-on way.
The interview process is typically organized into multiple stages, often starting with an HR conversation followed by technical evaluations and discussions with management. The overall timeline can vary, with some candidates experiencing processes lasting a few weeks to several months.
Candidates can expect a technical screening that may include coding tasks or algorithmic questions, often tied closely to practical applications relevant to the role. The focus is on demonstrating real-world experience and technical proficiency rather than abstract theory.
Behavioral interviews are a significant part of the process, emphasizing past experiences and how candidates handle various situations. The STAR method is often useful for structuring responses, as interviewers assess fit with company values and collaboration skills.
Throughout the interviews, there is a strong emphasis on communication and soft skills, with candidates evaluated on how they articulate their experiences and interact with interviewers. This includes discussions about collaboration and cultural fit within the team.
The overall atmosphere during interviews tends to be professional yet approachable, with many candidates noting a supportive tone that encourages open dialogue. This helps to alleviate some pressure, allowing candidates to express themselves more freely.
Candidates often leave the process with a clear understanding of what was valued during their interviews, even if they do not receive an offer. Many report that the feedback provided is constructive and emphasizes the importance of fit over just technical skills.