Reports on Bp's Software Engineer interviews describe a HireVue video opener, scenario and DSA-style technical rounds, and team-fit conversations including a panel and a superday.
$113K
Avg. Base Comp
$135K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Candidates describing BP's Software Engineer interviews point to a process that blends behavioral screening with hands-on technical work, so preparing only for coding is a risky plan. One candidate began with a HireVue video interview built around behavioral questions, then moved into scenario-based technical problems where the interviewers wanted the reasoning spelled out, not just a final answer.
The technical content is not uniform. Reports mention data structures and algorithms in live coding, including validating parentheses, a todo list system design prompt, and a shared-screen session where the code appeared line by line. A graduate-level candidate instead described a project walkthrough, a case study with an energy angle, and follow-ups on big O and optimization. An engineer who reached the offer stage called the technical round medium difficulty, one hour long, and tied closely to the job description.
Behavioral questions ranged from light to probing. Candidates mention how they would give feedback to someone, describing a difficult conversation, and explaining how a university degree would help in the role. One candidate met a three-person panel from the same team, including the prospective manager, and another reported a full superday with technical, management and personality-style assessments. Expect the exact mix to differ by role and year.
Logistics were mixed. One candidate described punctual, well-organized interviewers, while a graduate candidate waited about 30 minutes for someone to start, and another noticed slow feedback between rounds. Three of these four reports ended without an offer, so practice talking through your approach and keep a few concrete work stories ready.
Synthesized from 12 candidate reports by our editorial team.
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Real interview reports from people who went through the Bp process.
My interview experience at BP spanned multiple rounds, and while the process felt genuine and the team was kind, I didn't land the offer. It typically started with a technical round to assess core skills, followed by what they called a "Who We Are" (WWA) round—basically a culture and values fit check where the interviewer would dig into how well you aligned with BP's principles and working style. If you progressed, there'd be a final round, often with a recruiting manager and a team member, conducted over Teams.
The interviews themselves were conversational. One of the more probing behavioral questions was asking me to describe a challenging situation from a previous role—what happened, what I did, and what the outcome was. Another was simply "Tell me about yourself in one sentence," which sounds easy but requires real clarity on what makes you distinctive. The tone was honest and encouraging; they treated candidates well and positioned it as a two-way discussion, giving plenty of space to ask questions back. I didn't feel rushed or defensive.
What was frustrating, though, was the lack of feedback afterward. They didn't explain where I fell short or what they were looking for, which made it hard to learn from the experience. The recruiters were engaged and professional throughout, and some of the projects they described sounded genuinely interesting, which is why I'd still recommend applying if the role fits. It's just a competitive process, and sometimes the fit just isn't there.
Prep tip from this candidate
Prepare a crisp one-sentence personal pitch and have a STAR-format story ready for handling challenging situations. The "Who We Are" round is critical—familiarize yourself with BP's core values and be able to give concrete examples of how you've demonstrated those traits in past roles, not just abstract statements.
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Topics based on recent interview experiences.
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Synthesized from candidate reports. Individual experiences may vary.
One Software Engineer candidate began with a HireVue video interview focused on behavioral questions. A graduate-trainee candidate described an AI-driven video round with two attempts per question, covering academic background, group communication and conflict handling. Format details may vary by role and year.
Software Engineer reports describe scenario-based puzzles and DSA coding. One candidate coded on a shared screen with data structures and algorithms questions. Another was asked to validate parentheses and design a todo list application. Interviewers wanted the reasoning explained in detail, not only the solution.
A graduate-trainee candidate walked through a past project, worked an energy-related case study, and discussed algorithmic efficiency with big O notation. An engineer reported a one-hour technical round of medium difficulty that needed some domain knowledge and followed the job description closely.
One candidate had a group interview with three people from the same team, including the would-be manager. Another described a superday of back-to-back technical case reviews, coding, a management interview and a personality evaluation, with a negative decision after about a week. Another noticed slow feedback between rounds.
