One software-role report, from a Salesforce Developer, describes two rounds at Cummins: HR contact, then a first round mixing Salesforce-focused technical scenarios with behavioral questions.
$101K
Avg. Base Comp
$131K
Avg. Total Comp
2 rounds
Typical Rounds
Not reported
Process Length
Software-specific evidence for Cummins is thin. It comes from one detailed report by a Salesforce Developer candidate interviewing for a Software Engineer role, who described a two-round process and did not receive an offer.
The candidate applied through the career website, spoke with HR about their background and skill set, and had a first round about a week later. That round mixed behavioral and technical questions and leaned heavily toward Salesforce experience. The technical side covered bulkification and why Salesforce recommends it, writing a trigger to block duplicate account inserts based on a field name, hiding a dashboard from users in one country when everyone shares the same profile, and fixing an LWC search that timed out because the keyword could match multiple fields. There was also a scenario about attaching a PDF to a work order right after creation and improving performance if that step was too slow. The interviewers asked whether the candidate had used Jira, Copado, agile, backlogs, integrations, and Salesforce CPQ.
Behavioral questions included a self-introduction, mistakes and how they were fixed, working with other teams and vendors, and persuading a manager or teammate that your solution was better. Prepare a specific story for each. Then practice talking through Salesforce scenarios out loud: why bulk patterns matter, how you would control dashboard visibility when users share a profile, how you would prevent duplicate records, and how you would diagnose a slow search or post-insert step.
Synthesized from 9 candidate reports by our editorial team.
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Real interview reports from people who went through the Cummins Inc. process.
My interview process with Cummins took about two months, which honestly felt longer than it was because of the gaps between stages. After submitting my CV, I completed a personality test, then had multiple phone interviews with a recruiter before moving to a Zoom call with the hiring manager. That final round was the most memorable—I had to prepare and present slides to a group, which added a different dimension to what I'd expected. The questions ranged across different themes depending on the round. Early on, I got technical questions like "What could you do to make an engine more efficient?" which tested my core engineering knowledge. Later rounds shifted to more experience-based and behavioral questions, where they wanted to hear about past projects and how I'd handled specific scenarios. One thing that stood out was how the interviewers made me feel comfortable even when the process was lengthy. They were genuinely nice and approachable—if I didn't understand a question, I could ask for clarification without feeling judged or rushed. The feedback loop between stages could have been faster, and communication from the recruiter was inconsistent at times, but overall the technical conversations were substantive. They were clearly interested in both my hard skills and how I'd fit into their team. I received an offer at the end, which made the two-month wait feel worthwhile.
Prep tip from this candidate
Be ready to discuss engine efficiency and thermal principles in technical depth—these came up repeatedly. Practice presenting technical concepts to a group, as that's a strong component of their final round.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Cummins Inc.
How would you resolve slow, timing-out keyword searches across multiple database fields?
| Question | |
|---|---|
| Testing Constraints | |
| Your Strengths and Weaknesses | |
| Retailer Data Warehouse | |
| Prime to N | |
| Size of Joins | |
| The Brackets Problem | |
| Bagging vs Boosting | |
| Hurdles In Data Projects | |
| Real-Time Transaction Streaming | |
| Flatten N-Dimensional Array to 1D Array | |
| Google Maps Improvement | |
| Nearest Common Ancestor | |
| Total Time in Flight | |
| Ticket Agent Analysis | |
| Find Duplicate Numbers in a List | |
| Target Indices | |
| Transformer Encoder Layer | |
| Digit Accumulator | |
| Implementing the Fibonacci Sequence in Three Different Methods | |
| FAQ Matching | |
| Duplicate Rows | |
| Multi-Reaction | |
| Time Difference | |
| RAG Strict Source Control | |
| Walking Robot | |
| Concurrent LLM Serving | |
| Worker Distribution Dilemma | |
| Log Anomaly Detection Model | |
| Legacy System Heartbeat Monitor |
Synthesized from candidate reports. Individual experiences may vary.
The Salesforce Developer candidate applied through the Cummins career website. HR then reached out to ask about their background and skill set, and the first round was scheduled for about a week later. Expect a short conversation about your experience and skills before the interview itself.
The first round leaned heavily toward Salesforce experience. The candidate was asked about bulkification, a duplicate-prevention trigger, hiding a dashboard by country when users share a profile, an LWC search timeout, and a PDF attachment performance issue, plus whether they had used Jira, Copado, agile, integrations, and Salesforce CPQ.
In the same round, the candidate was asked to introduce themselves, describe mistakes and how they fixed them, explain work with other teams and vendors, and give an example of convincing a manager or teammate that their solution was better.
