Real, anonymous reports from people who interviewed for Software Engineer at Workday, newest first and distilled into what to expect across the loop.
My first step was supposed to be a recruiter screen, but it ended up being conducted by a technical staffer. Before we got into anything, I did the standard behavioral setup, then the conversation quickly pivoted into more technical territory.
I went through a fairly structured loop that still felt conversational. The process had four interviews: a traditional behavioral conversation first, with the usual “tell me about a time” style prompts. After that, the technical portion shifted into a more back-and-forth format, and then there was a separate coding-focused technical round.
The interview process typically consists of four to five rounds, starting with a recruiter screen, followed by a hiring manager interview, and then a mix of technical and behavioral interviews. The structure is generally clear and organized, allowing candidates to know what to expect at each stage.
Candidates can expect multiple behavioral interviews that focus on past experiences, communication skills, and cultural fit, often using the STAR method for responses. These interviews are generally conversational and aim to assess how well candidates align with the company's values.
The technical portion includes coding interviews, often featuring LeetCode-style problems, as well as system design discussions. Candidates should prepare for a mix of coding challenges and practical applications of data structures and algorithms.
Some candidates reported being assigned coding projects or take-home assignments as part of the evaluation, which adds depth to the technical assessment. This allows candidates to demonstrate their coding skills in a more substantial way beyond live assessments.
The overall atmosphere during interviews is described as friendly and low-pressure, with interviewers being supportive and encouraging. This helps candidates feel more at ease and allows for a more genuine conversation about their skills and experiences.
While the process is generally well-structured, some candidates experienced a lack of communication or feedback after their interviews, leading to frustration. It is advisable for candidates to follow up if they do not receive timely updates after the interview process.