Most Software Engineer and Associate Software Engineer candidates at Infinite Computer Solutions describe a screening-heavy process: group discussion or JAM, aptitude test, technical interview and HR, with fundamentals-focused questions.
$92K
Avg. Base Comp
$116K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Candidates who interviewed for Software Engineer and Associate Software Engineer roles at Infinite Computer Solutions describe a screening-heavy loop that starts with communication and reasoning checks before the technical conversation. Most reports mention a group discussion or a short one-minute JAM talk, an aptitude test, a technical interview and an HR round. The exact order and extras differ: one candidate had a manager round, another a separate communication assessment, and another three technical rounds before HR.
The technical content is fundamentals first. Candidates report questions on object-oriented programming, DBMS and SQL, and basic data structures. One was asked to swap two numbers without a third variable and write a Fibonacci series on paper, then moved on to stacks, queues and exception handling. Another was asked how to find the union of two tables with no common attributes, and when to use particular design patterns. One candidate was asked to write and optimize code, and resume projects came up in both technical and manager conversations. One online interview stayed lighter, with questions on strings and arrays plus scenarios about handling stress and troubleshooting a network issue.
Interviewers seem to care how you reason, so practice explaining your logic aloud, especially when solving on paper. HR conversations covered background and motivation, and for one candidate hobbies and scenario questions. Outcomes were mixed. One candidate said the group discussion barely filtered anyone and that the aptitude and technical stages did the cutting. Another reported being told the salary would be reduced mid-process, and a third learned of a bond requirement late, so ask about compensation and terms early.
Synthesized from 10 candidate reports by our editorial team.
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Synthesized from candidate reports. Individual experiences may vary.
Candidates report an early communication check. One was given a random topic for a group discussion and asked to speak briefly, while another did a JAM where you talk on a topic for about a minute. That candidate found it easy to pass with clear, on-topic speaking. A third said the group discussion was not really an elimination stage. It does not appear in every candidate's sequence.
Candidates describe a multiple-choice aptitude test. One mentions basic Java, DBMS and general reasoning. Another reports verbal, analytical and numerical sections plus timed technical and coding questions on programming concepts and databases. One candidate said most of the real filtering happened here and in the technical round, so treat this stage seriously.
Candidates report questions on OOP, DBMS and SQL, and data structures. One candidate covered OOP pillars, exception handling, and simple problems such as swapping two numbers, Fibonacci, stacks and queues, writing solutions on paper and explaining the approach aloud. One was asked about unions of tables with no common attributes and when to use design patterns. Another was asked to write and optimize code and discuss resume projects, and one report mentions some .NET questions. One candidate described three technical rounds before HR.
Not every report includes this stage. One candidate had a manager round covering resume, projects, work experience and how internship challenges were handled, with the focus on problem-solving and real-world impact. Another described a separate communication assessment testing language proficiency and grammar after the technical interview.
Candidates describe HR as lighter and professional. Topics included background, interest in joining, flexibility with different technologies and how values aligned with the company. One candidate was asked about hobbies and scenario questions. One candidate reported a salary reduction mid-process and another a bond requirement raised late, so ask about compensation and terms early.
