Candidates describe ExxonMobil software and technical interviews as mostly STAR-style behavioral conversations with light technical checks; one junior candidate also reported an online test and a group discussion.
$130K
Avg. Base Comp
$160K
Avg. Total Comp
Not reported
Typical Rounds
1 week
Process Length
ExxonMobil's software and technical interviews, as candidates describe them, are built around STAR-style behavioral questions far more than coding. The technical software engineer who received an offer spent a full onsite day with managers and senior technical staff, answered a handful of basic technical questions, and was never given an algorithm problem. They were asked about using data to make a decision, about their goals, and about how they would contribute over the next decade.
Entry-level routes add more screening. A junior software engineer candidate reported an online test of mental aptitude and basic technical knowledge, then a group discussion, then one-on-one rounds, all within about a week. Their interviewers wanted to hear how they kept projects on track and why they studied their subject, and there were no coding problems. A candidate for a technical development program described an HR call, a conversation with developers about programming experience, projects and networking, and a behavioral assessment on conflict and stress. That person found the process scripted and impersonal and did not get an offer.
To prepare, write three or four STAR stories covering a data-driven decision, a conflict, a stressful stretch and a project you drove, and practice telling each one from start to finish with the result. Be ready to explain your projects in detail, and review basic development fundamentals so a light technical check does not catch you off guard.
Synthesized from 9 candidate reports by our editorial team.
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Real interview reports from people who went through the Exxonmobil process.
O processo teve quatro etapas no meu caso, começando com duas conversas de RH e depois avançando para a parte técnica. Primeiro falei com o RH da Accenture, depois com o RH da Exxon, e nas duas entrevistas a conversa foi bem básica, com avaliação de inglês e perguntas gerais sobre minha trajetória. Depois disso veio a etapa técnica com um arquiteto e um PO, que foi mais direta para o cargo: perguntaram sobre experiências com diferentes tecnologias, APIs e conceitos básicos ligados ao dia a dia da função. A terceira entrevista foi a mais tranquila, mais no estilo de conhecer melhor o candidato, e em outra rodada com gestores dos EUA o clima também foi bem leve, quase uma conversa de fit, com perguntas padrão como por que ExxonMobil e detalhes do meu currículo. O que mais me chamou atenção foi que, apesar de ser para software engineer, o processo não pareceu pesado em algoritmo; ele puxou mais para experiência prática, comunicação e alinhamento com o time. Também senti bastante foco em explicar desafios da minha carreira e como eu lidei com dificuldades, então vale preparar exemplos concretos. No fim, a experiência foi cordial e organizada, mas eu não avancei até a oferta.
Prep tip from this candidate
Prepare-se para explicar sua experiência com APIs, diferentes tecnologias e conceitos básicos do seu trabalho anterior, além de respostas bem ensaiadas para 'why ExxonMobil' e para falar sobre desafios que você superou na carreira. Vale também revisar inglês, porque isso apareceu nas primeiras etapas de RH.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Exxonmobil
This question requires the implementation of the Fibonacci sequence using three different methods: recursively, iteratively, and using memoization.
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| Your Strengths and Weaknesses | |
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| Prime to N | |
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| Nearest Common Ancestor | |
| Append Frequency | |
| Sort Strings | |
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Synthesized from candidate reports. Individual experiences may vary.
Entry points differ by track. A candidate in a technical development program had an initial HR call to confirm logistics and discuss salary expectations. The technical software engineer who received an offer described only a full onsite day.
A junior software engineer candidate began with an online test covering mental aptitude and basic technical knowledge, which they found straightforward. The onsite technical software engineer did not mention this stage.
One junior software engineer candidate who passed the online test joined a group discussion with the other candidates who passed. They described it as closer to a presentation and communication exercise than a technical one, with interviewers watching how well people articulated ideas and worked with others. No other report mentions it, so it may be specific to that program.
The onsite and junior candidates both described STAR-format questions, and the technical development program candidate described similar competency-based questions. Candidates were asked about using data to make a decision, keeping projects on track, handling conflict on team projects, coping with stress, and how they handled challenges.
Technical content was limited. The onsite technical software engineer got a few basic technical questions and no tricky algorithm problems. The junior candidate reported no coding problems. The technical development program candidate was asked by developers about programming experience, projects and networking, in a conversational way.
The technical software engineer finished an onsite day by meeting the division manager and received an offer. The technical development program candidate also met HR or psychology staff, felt each interviewer ran a separate evaluation, and did not get an offer. The junior candidate also had no offer.
