Four candidates describe F5 software engineer interviews built around timed coding or a take-home, C/C++ and data structure questions, and conversational technical and behavioral rounds. Formats varied by role and level.
$146K
Avg. Base Comp
$177K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Candidates who interviewed for software roles at F5 describe a process that leans on practical coding early and turns more conversational later. C/C++ fluency comes up repeatedly, so it is worth confirming which languages are allowed before any assessment.
One internship candidate, who received an offer, went from a recruiter call to a timed set of LeetCode-style string and algorithm problems, then a couple of conversational technical interviews with the engineering team that included analyzing code snippets. Another internship candidate was told to expect easy problems but got a medium-difficulty question, with only C/C++ permitted. That candidate solved two data structure problems, including trie and binary search tree insertion, and did not receive an offer. The later rounds there covered resume projects, a techno-managerial conversation and an HR round with STAR-style questions.
An associate-level candidate was given a take-home that checked whether a word appears on a website, with unit tests run through GitLab CI/CD. The candidate described submitting rushed work and not advancing, and took away that Linux and command-line comfort matter. A candidate in a general software engineer process reported technical questions on C/C++, data structures, algorithms, DNS and SIEM tools, with less system design than expected, and a process that stretched over several months.
Formats differ by role and level, and none of the accounts gives a firm total number of rounds, so ask your recruiter what to expect and prepare for the job description in front of you.
Synthesized from 5 candidate reports by our editorial team.
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Real interview reports from people who went through the F5 Networks process.
I went through five rounds at F5, and honestly, the process felt disorganized from start to finish. HR kept rescheduling — I lost count of how many times I had to reschedule around their calendar. The interview flow was supposed to be two technical rounds, a managerial round, and two HR rounds, but timelines kept shifting and I never had clarity on what to expect next.
The technical rounds were the most frustrating part. In one, I got questions on reverse proxy and PKI standards, but it was clear the interviewer didn't have a strong grasp of these topics himself. I ended up explaining concepts to him rather than being tested. There were also questions around FIPS standards and general infrastructure knowledge. The other technical interview covered more traditional ground — OOP fundamentals, test lifecycle, Selenium, and core Java. I was asked to explain a test framework I'd developed, which felt like a reasonable behavioral-technical blend.
But the real problem was the communication breakdown. After the fourth round, HR told me there'd be another round with a director. Then nothing. Complete silence for ten days. Finally, an automated rejection email arrived with no feedback. It was demoralizing — not because I didn't get the offer, but because the process itself felt careless and disrespectful of my time. The interview questions weren't unreasonable, but the way the company handled scheduling and follow-up made the whole thing feel like they weren't serious about candidates.
Prep tip from this candidate
Be prepared for infrastructure and security-focused questions like reverse proxy, PKI, and FIPS standards if interviewing for a backend or platform role — but also note that interviewer knowledge can be inconsistent, so your own clarity on these topics matters. Set clear expectations about timeline and next steps with HR upfront, and follow up proactively if communication stalls.
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Topics based on recent interview experiences.
Featured question at F5 Networks
Select the 2nd highest salary in the engineering department
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|---|---|
| Merge Sorted Lists | |
| Random SQL Sample | |
| Prime to N | |
| Find the Missing Number | |
| Get Top N Frequent Words | |
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| Largest Salary by Department | |
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| Size of Joins | |
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| The Brackets Problem | |
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| Maximum Profit | |
| Detecting ECG Tachycardia Runs | |
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| Employee Project Budgets | |
| Integer to Roman | |
| Sum to N | |
| Find the First Non-Repeating Character in a String | |
| Twenty Variants | |
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| Justify a Neural Network |
Synthesized from candidate reports. Individual experiences may vary.
Candidates describe an opening call about their background and the role. One internship candidate was asked about what drew them to F5 and their availability, plus a few general data structure and algorithm questions. Another reported an HR call before the technical rounds. Have a short account of your experience and your reasons for choosing F5.
Formats differed. One internship candidate had a timed set of LeetCode-style string and algorithm problems. Another was told to expect easy questions but got a medium one, with only C/C++ allowed, covering trie and binary search tree insertion. An associate-level candidate received a take-home on checking for a word on a website, with unit tests in GitLab CI/CD. Confirm the format and permitted languages.
One internship candidate described a couple of conversational rounds with the engineering team on algorithms, data structures and code snippet analysis. Another was asked about resume projects. A general software engineer candidate reported C/C++, data structures, algorithms, DNS and SIEM tools, and noted the interviewers had not read the resume beforehand. Explain your reasoning out loud.
Later rounds were described as friendlier than the coding stage. One internship candidate had a techno-managerial round mixing technical depth with soft skills, then an HR round with STAR-style questions about why F5 and past work. A general software engineer candidate was asked where they saw themselves in five years. Not every candidate reached these stages.
