CGI Software Engineer interviews commonly combine an HR screen, often a coding or MCQ assessment, and one or more technical rounds on Java, Spring Boot, SQL, and OOP, with a managerial or HR round near the end; structure varies by team and level.
$108K
Avg. Base Comp
$130K
Avg. Total Comp
2-4 rounds
Typical Rounds
Not reported
Process Length
CGI's Software Engineer interviews lean heavily on practical backend knowledge rather than algorithm-heavy puzzles. Across the reported experiences, candidates repeatedly describe a process built around Java fundamentals, Spring/Spring Boot, and SQL. Topics like streams, multithreading, serialization, thread life cycle, dependency injection, and microservices come up directly in technical rounds. One candidate was asked to work through an object-oriented design scenario on the spot with little guidance, and others were questioned on OOP concepts and design patterns. Being able to explain OOP with concrete examples from your own projects, not just definitions, is one of the more reliable signals from this evidence.
The process structure varies by team and level. One candidate reported a two-round loop: an OOP and scenario screen, followed by a combined technical-and-behavioral round. Others went through three or four stages that added a managerial, techno-managerial, or client round, plus a separate HR and salary conversation. A coding or multiple-choice assessment early in the process appears in several accounts. When coding did come up in interviews, candidates describe basic exercises such as reversing strings or stream-based grouping rather than hard algorithms. Behavioral questions about resolving disagreements, career motivation, or working with non-technical colleagues typically show up alongside the technical rounds rather than as a standalone deep-dive.
The exact stack can depend on the team. Beyond Java and Spring, candidates mention Angular, Node.js, AWS, and requirement-specific topics like SCD type 2. Before the interview, review the job posting's tech stack alongside your own resume projects. Be ready to explain CI/CD, SDLC, and the measurable impact of your work.
Synthesized from 11 candidate reports by our editorial team.
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Synthesized from candidate reports. Individual experiences may vary.
Several candidates start with an HR or recruiter call covering background, motivation, and sometimes current or expected salary. This stage is typically described as brief and conversational rather than technical. In at least one account, the HR round instead came at the end and focused on salary expectations.
Several experiences mention an online multiple-choice test or a combined coding-and-MCQ test early in the process. One internship candidate believed the multiple-choice assessment applied to all levels. The accounts give little detail on its content.
The core of the process is one or more technical rounds. They cover Java fundamentals (streams, multithreading, serialization, thread life cycle), Spring and Spring Boot (dependency injection, Actuators, microservices), and SQL. Candidates describe basic coding exercises such as reversing strings or stream grouping rather than hard algorithms. Depending on the team, candidates also report stack-specific questions on SCD type 2, Angular, or Node.js and AWS.
Interviewers frequently ask candidates to walk through resume projects in detail. Topics include design pattern choices, CI/CD or SDLC work, and how impact was measured. Multiple candidates report this carried real weight, with interviewers probing depth of understanding rather than relying only on definitional answers.
A later round often shifts toward managerial or scenario-based territory, with questions about resolving disagreements, working with non-technical colleagues, and career motivation. One account described a client round run as a code-along, and an internship candidate's technical round included a program manager.
Some accounts close with a discussion of current and expected salary and negotiability, sometimes folded into the HR round. Reported outcomes varied: some candidates received offers and others did not. One candidate sensed that budget was a factor.
