Real, anonymous reports from people who interviewed for Software Engineer at Waters, newest first and distilled into what to expect across the loop.
My process was the more intense, high-volume track. It began with an online assessment: 20 multiple-choice questions that leaned on full-stack and SQL. After that, there was a group discussion, and then the numbers got pretty telling.
The journey started with a structured round of Google-form questions. I had about 20 multiple-choice questions to complete, then the people who passed moved on to a group discussion. From there, the process shifted into more traditional evaluation: there was a technical round, and after that I had an HR round.
The interview process typically begins with a structured online assessment or phone screen that includes multiple-choice questions focusing on technical skills and background. This initial round serves as a filter to determine who progresses to the next stages.
Candidates often participate in a group discussion or behavioral interview where they can showcase their interpersonal skills and fit for the company culture. This round is seen as a critical checkpoint that can influence progression in the interview pipeline.
The technical interview rounds involve problem-solving and coding challenges, with a focus on fundamental concepts relevant to the role. Interviewers aim to assess candidates' technical abilities in a relaxed environment rather than through trick questions.
Candidates often report delays in communication and feedback throughout the process, which can lead to uncertainty about their status. Clear and timely updates are noted as areas for improvement in the overall experience.
The overall atmosphere during interviews is generally described as friendly and approachable, with interviewers encouraging open dialogue rather than creating a stressful environment. This positive tone contributes to a more engaging experience for candidates.
The final stages often involve multiple interviews with various stakeholders, including HR and team leaders, to assess fit from different perspectives. Candidates may experience a lengthy decision-making process, which can lead to frustration if not managed well.