Real, anonymous reports from people who interviewed for Software Engineer at Wood, newest first and distilled into what to expect across the loop.
My first step was fairly low-friction and remote. I had HR and then a line manager conversation, and the overall vibe was calm and positive—everyone felt available, and the process didn’t drag. In my case, the initial online round went well, and the next phase came quickly.
After a recruiter conversation, my process moved quickly into a video interview. It ran for about 30–45 minutes on Teams with a single interviewer, and it felt pretty competency/HR heavy at the start, with a sprinkling of job-related technical questions. Most of the time was centered on my background, why I wanted the role, and how my experience matched the kind of work they did.
The interview process typically starts with an HR conversation, followed by technical interviews and sometimes a group exercise. Candidates noted a mix of formats, including video calls, in-person meetings, and assessment days that included both technical and behavioral components.
Candidates experienced a range of technical questioning, often delving deeply into engineering fundamentals and specific project-related topics. The technical interviews were described as rigorous, with a clear expectation for candidates to articulate their thought processes and problem-solving approaches.
Interviews often emphasized behavioral questions and discussions about past experiences, aiming to assess cultural fit and alignment with the company's values. Candidates felt that their backgrounds were explored in depth, with a focus on how they handled challenges and learned from experiences.
Some candidates participated in group exercises, such as building activities or presentations, which assessed both technical skills and communication abilities. These activities were designed to evaluate how candidates collaborate and articulate their ideas under observation.
The level of engagement from interviewers varied, with some candidates noting a conversational tone while others felt a lack of two-way dialogue. Overall, candidates appreciated when interviewers were respectful and made an effort to create a comfortable atmosphere.
Many candidates did not receive offers, but most reported a generally positive experience despite the outcome. Feedback was often prompt, and candidates appreciated the clarity of the process, even when it did not lead to an offer.