Cvs Health Software Engineer interview typically runs 5 rounds: recruiter screen, technical coding, behavioral, team interview, final interview. Timeline ranges from about 2 weeks to several months, and the process is generally straightforward but can be spaced out.
$105K
Avg. Base Comp
$129K
Avg. Total Comp
4-5
Typical Rounds
3-5 months
Process Length
We’ve seen CVS Health evaluate software engineers in a very practical way: less about flashy puzzles, more about whether you can operate in the stack they actually use. Multiple candidates reported questions that were tightly tied to their environment, from SQL join basics to deeper IBM i topics like SQLRPGLE behavior, commitment control, and parameter passing. That tells us the bar isn’t just “can you code,” but “do you understand the runtime and the consequences of your choices.” Candidates who came in expecting a generic algorithms interview were often surprised by how specific the technical follow-ups became.
A recurring theme is that the team pays close attention to how you explain your own background. Our candidates report detailed resume walkthroughs, questions about prior work, and probing on why they were leaving a role. Even when the coding exercise was relatively approachable, interviewers kept digging until they understood the candidate’s reasoning and comfort with the tools. That means clarity about your past projects and technical decisions matters as much as the solution itself.
We also noticed a split in candidate experience: some saw a smooth, friendly process, while others ran into reschedules and unclear stack ownership. The strongest signal CVS seems to value is not polish for its own sake, but whether you can stay grounded when the conversation gets very implementation-specific. In practice, candidates who did best were the ones who could connect their experience to the company’s actual systems and speak confidently about tradeoffs, especially when the interviewer pushed beyond the first answer.
Synthetized from 4 candidates 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 | |
| Always Excited Users | |
| Valid Anagram | |
| Detecting ECG Tachycardia Runs | |
| Brain Cancer Treatment Outcomes | |
| Cumulative Reset | |
| Duplicate Rows | |
| Percentage of Revenue by Year | |
| A/B Testing a Checkout Button Change | |
| Testing Constraints | |
| Why Do You Want to Work With Us | |
| Your Strengths and Weaknesses | |
| Evaluate News | |
| Statistically Significant Test | |
| 2nd Highest Salary | |
| Customer Orders | |
| Job Recommendation | |
| Random SQL Sample | |
| Prime to N | |
| Monthly Customer Report | |
| Over-Budget Projects | |
| P-value to a Layman | |
| Top 3 Users | |
| Hurdles In Data Projects | |
| Over 100 Dollars | |
| Scrambled Tickets | |
| Delivery Estimate Model | |
| Last Transaction | |
| Manager Team Sizes |
Synthesized from candidate reports. Individual experiences may vary.
A recruiter reaches out after the application and runs an introductory phone screen. This call focuses on your background, prior experience, and motivation for leaving your current role, with little to no deep technical questioning.
The first team round is a live technical discussion with multiple interviewers, sometimes 4-5 people. Candidates may be asked SQL fundamentals such as join differences, or stack-specific questions depending on the role.
A follow-up technical round goes a bit deeper than the first and continues to assess practical problem-solving and role fit. In some cases, this includes a live coding exercise on Codility or StackBlitz, with tasks such as filtering/sorting items, implementing a loop, or solving algorithmic problems.
This round is led by a manager and blends behavioral questions with technical discussion. Interviewers often review your CV in detail, ask about past work experience, and probe how you think through problems and communicate your approach.
After the final round, the team makes a decision and communicates the outcome. Successful candidates may then move on to background check and final offer confirmation.