General Motors software engineer candidates report a recruiter or HR screen, an online or live coding round, and behavioral conversations. Formats vary by team, and C++ and OOP depth shows up in some reports.
$125K
Avg. Base Comp
$150K
Avg. Total Comp
3-4 rounds
Typical Rounds
Not reported
Process Length
General Motors software engineer interviews, as candidates describe them, combine a screening call, a coding stage, and behavioral conversations. The order and weight differ by team. Some candidates describe an online assessment early on. One reports three LeetCode-style problems (easy, medium, medium-hard). Another had a dynamic-programming-style HackerRank challenge after a two-panelist video screen, where they talked through how they would code a program and improve it.
Live technical rounds vary. One candidate had a roughly 40-minute virtual round focused on C++, object-oriented programming and memory management, with a practical coding component. Another had a live programming interview with the manager, followed by systems design conversations that leaned on career background and domain knowledge. One recent candidate was asked about data structures including a circular buffer and linked list, plus a string-parsing problem, and ran out of time. Practice finishing clean solutions while talking through your reasoning.
Behavioral questions appear in most reports and often follow a STAR structure. Common topics include teamwork, challenges, working with new people to solve a complex problem, and detailed walk-throughs of internships and projects. One candidate who received an offer spent much of the loop discussing internship work and leadership growth on a student engineering project.
Communication is uneven. Some candidates describe friendly, conversational loops with about a week between steps. Another never received feedback after the coding challenge despite following up several times. Ask each recruiter what format to expect, and prepare for both coding and behavioral content.
Synthesized from 13 candidate reports by our editorial team.
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Featured question at General Motors
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Synthesized from candidate reports. Individual experiences may vary.
Candidates report starting with an HR call, and in one case a hiring manager screen, covering background, previous work, and basic STAR-style questions. Another candidate's first round was a video screen with two panelists about their background and how they would approach coding a program. Prepare to explain past work clearly.
Some candidates report a timed online coding assessment. One describes three LeetCode-style problems (easy, medium, medium-hard), and another describes a dynamic-programming-style HackerRank problem. One candidate received no feedback afterward despite following up several times.
Candidates describe live rounds that include a programming interview with the manager, linked lists, circular buffers and string parsing, or a roughly 40-minute C++ and OOP discussion including memory management. One candidate described the difficulty as medium and team-dependent. Explaining your approach aloud may matter as much as the final code.
Later rounds mix behavioral and technical content. Candidates report STAR questions on teamwork, challenges and working with new people, detailed resume and project walk-throughs, and systems design discussions that leaned on background and domain knowledge. One onsite also included a broad general software knowledge round.
