Teksystems software engineer interviews often start with an online assessment, then fundamentals-heavy technical rounds, an HR or recruiter conversation and sometimes a client round. SQL, Java and resume depth recur.
$108K
Avg. Base Comp
$130K
Avg. Total Comp
2-6 rounds
Typical Rounds
1-4 weeks
Process Length
Candidates describe the Teksystems software engineer process as assessment-led and fundamentals-heavy, with the exact shape varying by role and client. Several report an online assessment early on. One describes a third-party technical test before any recruiter screen. Another describes a HackerRank test mixing aptitude, technical questions and one coding problem. A third describes three to four medium-level DSA problems in a 60-90 minute window.
Two candidates report a group discussion after the assessment, followed by three technical interviews and an HR round. SQL and core Java/OOP fundamentals are the most repeated technical themes. Reported topics include joins, the static keyword in Java, sorting and API basics. One candidate was asked a simple array problem about swapping the minimum element with the middle element. Others report that interviewers tied questions to resume projects, so prepare to explain your own work in detail.
Some candidates describe a client stage. One mentions a client interview later in the process. Another describes what felt like a client-facing round in a four-round process that ended in an offer. Salary and relocation came up early for some candidates, so have a figure and a clear position ready.
Outcomes in the reports are mixed. Candidates describe an offer, rejections and some disorganized scheduling or communication. Confirm role details and timelines in writing, and keep examples of Python, SQL or AWS work ready if you are applying at a senior level.
Synthesized from 18 candidate reports by our editorial team.
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Real interview reports from people who went through the Teksystems process.
The process was pretty quick on paper, but it still felt sloppy to me. I first got a technical assessment through a third-party company, and after I passed that, I moved on to a recruiter screen. The assessment itself was the main technical hurdle, but the screen was where things got odd. Even though I had already submitted my resume, I was asked to send it again, which made it seem like they hadn’t really reviewed it before reaching out.
The recruiter call was under 45 minutes and, to be fair, the HR person did explain the role’s responsibilities clearly. The actual questions were simple and straightforward, mostly centered on how I would apply my skill set to the position. But a lot of the conversation drifted into relocation and compensation, with repeated “why” follow-ups about whether I could move, why I wanted to move, whether my family was okay with it, and whether I’d accept a lower salary without even being told the number. That part felt pretty irrelevant and a little unprofessional, especially since the recruiter seemed distracted and asked a few things that were already answered in my resume. I didn’t move forward after that, and the overall impression was that the process was not very organized.
Prep tip from this candidate
Be ready for a third-party technical assessment before any recruiter screen, and expect very direct questions about how your background fits the role. Also prepare for relocation and compensation questions, since that came up heavily in the screen.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Teksystems
Describing a data project and its challenges
| Question | |
|---|---|
| Repository Policy Enforcement | |
| Client Solution Pushback | |
| Why Do You Want to Work With Us | |
| 2nd Highest Salary | |
| Top Three Salaries | |
| Closest SAT Scores | |
| Merge Sorted Lists | |
| Employee Salaries | |
| Prime to N | |
| Largest Salary by Department | |
| Top 3 Users | |
| Rolling Bank Transactions | |
| Top 5 Turnover Risk | |
| Bagging vs Boosting | |
| Raining in Seattle | |
| Find the Missing Number | |
| Size of Joins | |
| Retailer Data Warehouse | |
| Over-Budget Projects | |
| Maximum Profit | |
| Find the First Non-Repeating Character in a String | |
| P-value to a Layman | |
| First Touch Attribution | |
| Employee Project Budgets | |
| The Brackets Problem | |
| Minimum Change | |
| Real-Time Transaction Streaming | |
| Get Top N Frequent Words | |
| Repeated Category Purchase |
Synthesized from candidate reports. Individual experiences may vary.
Candidates report an online assessment early in the process, sometimes through a third party or HackerRank. Formats vary: aptitude and technical questions plus one coding problem, or three to four medium DSA problems in a timed window. Practice timed medium problems and SQL.
Candidates describe a recruiter or HR conversation about background, how skills fit the role, and sometimes salary or relocation. One screen lasted under 45 minutes. Expect resume-based questions and have your pay expectations and location flexibility ready, since these topics came up early in some reports.
Two candidates report a group discussion after the assessment. One said it lasted about 30 minutes, and another felt it was part of screening. It does not appear in every account, so treat it as a possibility rather than a standard step. Practice structured, concise communication.
Candidates report between one and three technical rounds covering Java, OOP, SQL, APIs, DSA and design basics. Interviewers often tie questions to resume projects or internships. A senior candidate mentions Python, SQL and AWS plus detailed project discussion. Prepare to explain your own work step by step.
Later stages may include a behavioral round with a manager, a client interview, and a final HR conversation. Reported prompts include STAR-style questions about challenges and team conflict. Salary discussion may happen here. One candidate reports a quick offer, while another reports communication dropping off.
