What to expect interviewing for software roles at RGA: candidates describe a recruiter screen followed by conversational, team-focused panels, with few algorithm questions and some communication gaps after interviews.
$141K
Avg. Base Comp
$176K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
If you are preparing for a software role at RGA, expect interviews that lean conversational rather than algorithm-heavy. The three candidate reports behind this guide come from adjacent technology titles (a global technology intern, a QA manager and a senior software architect), not from a plain Software Engineer. Treat them as indicators of RGA's style, not an exact script.
All three describe starting with a recruiter or HR screen. The intern candidate then met several team managers, thought there were four, and said they were interested in team goals, vision and industry knowledge. Questions mixed some coding with situational and behavioral scenarios, and nothing felt time-pressured. That candidate received an offer the next day.
The QA manager candidate described a panel made up of people from many groups the role touches, so most questions were non-technical. It included an estimation question about how many golf balls fit on an airplane, and only one question tied to day-to-day work. A behavioral round followed, and the candidate heard nothing after being told an offer would be recommended. The architect candidate had a roughly one-hour panel that focused on background and role fit, with no notable technical questions, and then received no decision.
So prepare detailed walkthroughs of past projects, concise behavioral stories, and the habit of reasoning aloud through estimation problems. Keep your own scheduling emails, and ask for a decision timeline in writing, since two candidates report going quiet after interviews.
Synthesized from 3 candidate reports by our editorial team.
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Synthesized from candidate reports. Individual experiences may vary.
All three candidates describe starting with a recruiter or HR conversation. The intern candidate says it was a basic resume walkthrough about past experience, and the architect candidate reports about 30 minutes. One candidate reported a scheduling mix-up, so confirm call times yourself.
The intern candidate reports a series of conversations with different team managers, thinking there were about four, focused on team goals, vision and industry. The QA manager and architect candidates describe panels instead, including a roughly one-hour one. Candidates report little deep technical drilling, though formats may vary by role.
Technical content appears limited. The intern candidate reports a mix of coding and situational questions that were not overly complicated. The QA manager candidate reports one estimation question and only one question about daily work. The architect candidate reports no notable technical questions. Prepare to explain your reasoning aloud.
One candidate describes a final behavioral round with a fairly scripted interviewer, and the intern candidate also got behavioral questions about past projects. Outcomes varied: one offer came the next day, while two candidates report silence after the interviews despite follow-ups. Ask for next steps and timing before leaving.
