CVS Health Software Engineer interviews typically open with a recruiter screen, then move into stack-specific technical or coding rounds (such as SQL, Angular, or Codility) and a panel or behavioral discussion, with timelines ranging from weeks to several months.
$130K
Avg. Base Comp
$162K
Avg. Total Comp
2-5 rounds
Typical Rounds
1-6 months
Process Length
CVS Health's software engineer interviews vary widely by team, level, and even by interviewer, so no single script applies. Loops typically open with a recruiter phone screen, though candidates describe that call differently. One engineer said it focused on background and reasons for leaving a previous role and felt conversational rather than technical. Another described the recruiter as running through a standard checklist without much apparent interest in fit. Prepare for a short intro conversation rather than expecting one fixed format.
From there, technical rounds track the hiring team's stack. SQL fundamentals come up in some loops: one full-stack candidate was asked about the differences between left and right inner joins. A legacy-systems candidate instead faced deep RPG/ILE questions on commitment control across modules in the same activation group. That candidate was also asked how to find common records between files without using SQL, and about parameter passing with *OMIT and *NOPASS. Coding exercises also differ. One candidate built a filterable, sortable list in Angular or vanilla JavaScript inside StackBlitz, with Google allowed. Another solved two timed Codility problems covering two-pointers logic and a Tic-Tac-Toe implementation. A senior candidate who expected hands-on coding instead got conceptual questions on authentication versus authorization, GET versus POST, and Angular components.
Several candidates also describe panel-style or resume-focused rounds where interviewers probe past projects. Topics included object-oriented concepts such as whether an enum can be inherited, design approach, past improvements, and what the candidate looks for in a manager. Timelines differ sharply: one candidate moved quickly from a January application to an offer, while another's process ran from a November application to a May offer. A few reports mention a last-minute reschedule, unclear answers about the actual tech stack, or vague recruiter communication about what each round would cover. Ask the recruiter directly what each round will test before you show up.
Synthesized from 8 candidate reports by our editorial team.
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Real interview reports from people who went through the Cvs Health process.
The process was longer than I expected, but it stayed pretty straightforward the whole way through. I applied in November and didn’t reach the final interview until April, so the biggest thing to know is that the timeline is very spaced out. There were five rounds total, including a recruiter screen, and the hiring team was communicative and supportive throughout, which helped a lot because the gaps between steps were pretty wide. I never felt like they were trying to throw in any gotcha questions or make the process artificially difficult.
The technical portion was split into two 45-minute rounds. The first was live coding on Codility, where I had to solve two coding tasks in the time limit. The questions were algorithmic and included topics like two pointers, plus a Tic-Tac-Toe style implementation problem. The second round was behavioral with a manager, but it still had a technical angle. The manager went through my CV in detail, asked about my previous work experience, and mixed in technical questions to understand both my background and how I think through problems. Overall it felt more like a steady evaluation of fundamentals and communication than a high-pressure coding gauntlet. I ended up getting the offer in May, so my main advice is to be patient with the timeline and make sure you’re comfortable with timed coding on Codility as well as walking through your resume clearly.
Prep tip from this candidate
Practice solving two Codility-style coding problems within a 45-minute window, especially two-pointers and simple implementation logic like Tic-Tac-Toe. Also be ready for a manager round that digs into your CV and asks technical questions about your past work, not just behavioral prompts.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Cvs Health
Write a query that returns all neighborhoods that have 0 users.
| Question | |
|---|---|
| Flight Records | |
| Size of Joins | |
| Duplicate Rows | |
| Bagging vs Boosting | |
| Detecting ECG Tachycardia Runs | |
| Cumulative Reset | |
| Always Excited Users | |
| Type I and II Errors | |
| Total Transactions | |
| Justify a Neural Network | |
| Valid Anagram | |
| Brain Cancer Treatment Outcomes | |
| Evaluate News | |
| Percentage of Revenue by Year | |
| Count Transactions | |
| Slow SQL Query | |
| A/B Testing a Checkout Button Change | |
| Seller Type Modeling | |
| SageMaker Deployment Architecture | |
| Hidden Culprit | |
| Testing Constraints | |
| Why Do You Want to Work With Us | |
| Your Strengths and Weaknesses | |
| Statistically Significant Test | |
| 2nd Highest Salary | |
| Subscription Overlap | |
| Top 3 Users | |
| Random SQL Sample | |
| Customer Orders |
Synthesized from candidate reports. Individual experiences may vary.
Candidates describe the recruiter screen differently rather than following one script. One engineer said the call focused on background, previous experience, and reasons for leaving a previous role, and felt conversational rather than technical. Another described the recruiter as running through a standard checklist without much apparent interest in fit. Expect a short intro call early in the process, but don't assume it will match any single candidate's description of tone or depth.
Technical rounds differ by team and stack rather than following one standard test. Candidates have reported a SQL question on left versus right inner joins, and a legacy RPG/ILE discussion of commitment control, file handling without SQL, and parameter passing. Others described a live front-end exercise in Angular or vanilla JavaScript built in StackBlitz, timed Codility problems on two-pointers and a Tic-Tac-Toe implementation, and conceptual questions on authentication, HTTP methods, and Angular. Expect the exact format to reflect the hiring team rather than a single company-wide assessment.
Some candidates describe a panel-style round where multiple interviewers dig into past projects, object-oriented concepts such as whether an enum can be inherited, design approach, past improvements, and what the candidate wants in a manager. In another report, a hiring manager led a CV-focused discussion mixed with technical follow-ups. Be ready to explain decisions from your own work rather than recite definitions.
Reported timelines ranged from a quick process following a January application to roughly six months from a November application to a May offer. Feedback after a rejection was often minimal or absent. Individual reports mention a last-minute reschedule, unclear answers about the actual tech stack, and vague recruiter communication about what rounds would cover. Asking direct questions about timing and role expectations may help.
