Candidates describe Maersk software engineer interviews as a mix of technical rounds on project depth, Java, SQL and design, followed by managerial or HR conversations. Reports differ by level and team.
$105K
Avg. Base Comp
$125K
Avg. Total Comp
Not reported
Typical Rounds
30 days
Process Length
Candidates describe the Maersk Software Engineer interview as a technical conversation anchored in your own projects and stack, followed by a managerial or HR discussion. Experiences vary a lot by level and team, so use them as prompts rather than a fixed script.
One candidate had a Teams call with a senior engineer: a 30-minute project discussion on scaling, then 30 minutes of live coding. A SQL problem and Java and DBMS fundamentals followed, and Java was stressed as a must-have. Another candidate was asked to compare two files with the same name but different content without OS commands, and to discuss warehouse, inbound/outbound and supply chain topics. That candidate's rounds ran 30-40 minutes.
Design shows up too. One candidate got a Slack-style platform question about module decomposition and moving from a monolithic frontend to micro-frontends. They also felt the interviewer interrupted and misread parts of their answer. A senior candidate designed a database schema for an API gateway configuration, and that candidate's stack questions covered .NET, OOP, SQL and Entity Framework. Another senior candidate reported basic C#, Angular, Azure and TypeScript questions.
Outcomes were mixed: most of the software engineer and senior reports ended without an offer or with a declined offer. Ask the hiring manager directly how the team works, for example how often pair programming happens, because one candidate heard different answers from different interviewers. Be ready to explain trade-offs, not just the solution.
Synthesized from 7 candidate reports by our editorial team.
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Topics based on recent interview experiences.
Featured question at A.P. Moller - Maersk
Given a string, write a function to determine if it is palindrome or not.
| Question | |
|---|---|
| Your Strengths and Weaknesses | |
| 2nd Highest Salary | |
| Closest SAT Scores | |
| Subscription Overlap | |
| Empty Neighborhoods | |
| Top Three Salaries | |
| Monthly Customer Report | |
| Merge Sorted Lists | |
| Rolling Bank Transactions | |
| Customer Orders | |
| Comments Histogram | |
| Random SQL Sample | |
| Flight Records | |
| Prime to N | |
| Upsell Transactions | |
| Top 3 Users | |
| Recurring Character | |
| Project Pairs | |
| Address Schema | |
| Retailer Data Warehouse | |
| Permutation Palindrome | |
| Download Facts | |
| Find the First Non-Repeating Character in a String | |
| Bagging vs Boosting | |
| Daily Retention Summary | |
| Average Quantity | |
| Completed Shipments | |
| Level Of Rain Water In 2D Terrain | |
| Size of Joins |
Synthesized from candidate reports. Individual experiences may vary.
Candidates report an early call covering background and logistics. One candidate discussed location, salary and work model about a week before the technical round. A senior candidate described a recruiter screen that felt like a conversation. Expect to summarize your experience clearly.
Candidates typically describe a technical round driven by their resume and projects. One reported a Teams call with a senior engineer, 30 minutes on a past project and scaling, then 30 minutes of live coding with SQL. Java, DBMS, C#, .NET and OOP topics appeared depending on the role and level.
Some candidates report a second technical or design discussion. Topics included micro-frontend architecture for a Slack-like platform, an API gateway configuration schema, and warehouse and supply chain concepts. Which topics you get may depend on the team, so be ready to explain your reasoning and trade-offs.
Candidates report a managerial or team-lead discussion about project experience, challenging situations and soft skills. Experiences differed sharply. One candidate found it warm and focused on problem solving, while another found the interviewer lecturing and declined an offer. Use it to evaluate the team too.
Candidates describe an HR step that, for some, covered salary and team fit. Communication varied. One candidate said HR kept them informed at each stage, while another received no detailed feedback even after reaching out.
