Amadeus Software Engineer interviews typically combine an online coding/aptitude assessment or recruiter screen with one or more DSA-and-fundamentals technical rounds and a behavioral or manager conversation; senior tracks may add system design questions.
$118K
Avg. Base Comp
$145K
Avg. Total Comp
2-4 rounds
Typical Rounds
Not reported
Process Length
Amadeus Software Engineer reports span campus hires, interns, and experienced engineers, so the number and order of stages vary by track. Campus candidates may start with a coding OA followed by a quantitative aptitude test. A recruiter or HR screen is common, and candidates describe it as conversational rather than scripted. It covers your CV, current role, languages, and why you want to join Amadeus, sometimes with a role overview or a quick self-assessment of skills like Docker.
Technical interviews typically probe data structures and fundamentals at an approachable, easy-to-medium level. Reported topics include:
Expect conceptual follow-ups too: OOP and design patterns, SQL indexing and the advantages of views, OSI and TCP models, operating systems, memory allocation, and core Java topics such as hashing and system locks. Interviewers often dig into whatever you list on your resume, so be ready to justify it.
Senior candidates may face deeper design questions. One Technical Lead candidate was asked to design a BookMyShow-style app and defend the data structure and database choices, and also got C++ questions at a compiler level. Behavioral and manager conversations cover motivation, team expectations, handling failure, and disagreements with colleagues. Some candidates got no follow-up after interviews, so plan to follow up proactively.
Synthesized from 18 candidate reports by our editorial team.
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Real interview reports from people who went through the Amadeus It Group process.
I went through a pretty standard campus process with Amadeus, but it ended up being more layered than I expected. The first step was a coding OA, followed by a quantitative aptitude test. After that, I had an interview that mixed two coding questions with a lot of behavioral discussion. The coding itself wasn’t the hardest part; the interview felt more like they were checking whether I could communicate clearly and fit the team, since they spent a good amount of time on my projects and general background. The overall vibe was friendly, especially from HR, and the people I spoke with were helpful rather than trying to trip me up.
In the technical rounds, the questions stayed in the easy-to-medium range, but they were broad. I was asked basics like insertion sort and binary search, along with questions on OSI and TCP models. In another round, they dug into core Java topics such as OOP concepts, design patterns, hash-related ideas, and system locks. There was also some system design coverage, both high-level and low-level, plus questions about current work and a challenging project I had worked on. The behavioral part was very present throughout, with questions like why Amadeus, what I expected in a team, and how I handled difficult work. I ended up receiving the offer, and my main takeaway was that this process rewards solid fundamentals and being able to talk through your experience clearly, not just solving algorithms quickly.
Prep tip from this candidate
Brush up on insertion sort, binary search, OSI/TCP basics, and core Java topics like OOP, design patterns, hash concepts, and system locks. Be ready to discuss a challenging project, why Amadeus, and both high-level and low-level system design in the same interview.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Amadeus It Group
How would you evaluate whether a decision tree is the right model and assess its performance before and after deployment
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Synthesized from candidate reports. Individual experiences may vary.
Campus candidates report an initial coding online assessment, in one case followed by a separate quantitative aptitude test. Reported questions stayed in the easy-to-medium range. Expect a timed, platform-based test rather than a conversation.
A recruiter or HR conversation, often 25-30 minutes, is reported by candidates across intern and experienced tracks. It typically covers your CV, current responsibilities, the languages you know, and why you want to join Amadeus, along with an overview of the team and role. Candidates describe this round as relaxed and exploratory rather than technical, though some note the process can stall afterward without clear next-step communication.
The core technical round or rounds typically mix data-structure and algorithm problems at easy-to-medium difficulty, such as sorting, binary search, trees, dynamic programming, and string or list manipulation. These come alongside conceptual questions on OOP, design patterns, SQL indexing and views, networking models, operating systems, and core Java topics like hashing or system locks. Candidates report that interviewers often probe past projects and resume details in depth, so be ready to justify the technical choices you list.
Some candidates describe system design coverage. One Technical Lead candidate designed a ticket-booking-style app and had to defend data structure and database choices, and an SDE candidate reported both high-level and low-level design questions. This stage does not appear in every reported process, so treat it as a possibility tied to seniority rather than a guaranteed step.
A behavioral round with a hiring manager or team members typically focuses on fit and communication. Questions cover why Amadeus, what you expect in a team, how you've handled failure or a colleague who resisted your proposed changes, and whether you're willing to learn the team's tools. Candidates describe this stage as less about raw coding and more about clear communication and genuine interest in the role.
