Medtronic software engineer candidates describe recruiter and hiring manager screens, then technical and STAR-style behavioral rounds that vary by team, with one candidate reporting slow, automated communication afterward.
$113K
Avg. Base Comp
$140K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Reports from Medtronic software engineer candidates point to a process that rewards role-specific fit and clear reasoning more than puzzle speed. Candidates describe a recruiter call and a hiring manager conversation first, then technical or team-based rounds whose content depends heavily on the group doing the hiring.
The technical side is uneven. One candidate was asked early about Flutter, BLE and medical device experience. That candidate then faced Python live coding, pandas, JavaScript questions such as map versus forEach, and a proctored online exercise that felt harder than the interviews. Another candidate was asked about C++ and explained an approach on a whiteboard, with interviewers more interested in the thinking than a perfect answer. An internship candidate described a discussion-style technical round on Big O complexity, sorting algorithm differences and data structures rather than production coding. Review the fundamentals of whichever language the posting names, and practice talking through tradeoffs out loud.
Behavioral preparation carries real weight. Candidates mention several kinds of questions:
One process included a technical presentation on a project, so pick one piece of work you can explain in depth, including the design decisions behind it.
Timing varies: one candidate reported about a week from start to finish, while another described several weeks. One candidate heard nothing after a promised follow-up and later received an automated rejection, so ask the recruiter about next steps and keep other applications moving.
Synthesized from 27 candidate reports by our editorial team.
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Real interview reports from people who went through the Medtronic process.
The whole process felt disorganized from the start. My first conversation was with a recruiter who clearly didn't have a strong grasp of what the role actually entailed. She asked pretty generic questions and took notes, but it was obvious she wasn't deeply familiar with the position or what they were actually looking for. There was also this underlying sense that she wasn't entirely satisfied with the company's direction, which wasn't exactly reassuring.
The second round was with a controls engineer, and while that conversation went into more detail about the position, he seemed oddly dismissive about both the technical complexity of the work and how central this role was to the organization. He mentioned he had a bunch of other candidates in the pipeline and was close to making a decision, which left me feeling like just another name on a list. I actually had a question come up during our talk that I wanted clarification on, so I sent a follow-up email. Never heard back.
What really stood out was the communication breakdown. There were weeks between rounds with barely any updates, and then weeks more waiting for feedback on where things stood. HR seemed completely disorganized—apparently three people in the department but nobody actually accountable for keeping candidates in the loop. The whole experience left me convinced that Medtronic doesn't really value candidates' time or energy. It felt less like they were evaluating whether I was a fit and more like they were just going through the motions.
Prep tip from this candidate
Medtronic's interview process is slow and communication is poor—expect multi-week gaps between rounds and minimal updates. Focus your energy elsewhere unless you have exceptional interest in the specific role; the lack of responsiveness signals how the company may treat you if hired.
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Synthesized from candidate reports. Individual experiences may vary.
Candidates report opening with a recruiter call about background and role fit. One candidate said the early conversation probed for specific domain experience such as Flutter, BLE and medical devices, so be ready to connect your own work to the posting.
A hiring manager screen typically follows. Candidates describe discussion of their background and how they would fit the team. Prepare a concise answer on why Medtronic and this team, plus a clear account of your recent projects.
Content varies by team. Reports include Python live coding, pandas, JavaScript fundamentals, and C++ questions with a whiteboard explanation. One candidate also faced a proctored online exercise. Interviewers reportedly valued how you reason aloud.
Candidates describe panel or team sessions built around STAR questions on teamwork, adversity and joining a new group, plus detailed resume and project questions. One panel had six interviewers, and one process also included a technical presentation on a project.
