Microsoft

Microsoft

Microsoft's hiring process for technical roles involves resume screening, online assessments, and 3-5 technical rounds, including DSA, coding, system design, and role-specific skills. Early-career roles focus on coding, while senior roles emphasize system design and leadership. A "bar raiser" evaluates cultural fit, with key criteria being problem-solving, code quality, and collaboration.

Google

Google

Google's technical hiring process involves resume screening, online assessments, and multiple rounds of technical interviews, including DSA, coding, system design, and role-specific skills, typically 4-6 rounds. Early-career roles focus on foundational skills, while senior roles evaluate leadership and architecture expertise. A bar raiser assesses cultural fit, with evaluation criteria including problem-solving, code quality, design ability, communication, and collaboration.

Amazon

Amazon

Amazon's hiring process for technical roles involves resume screening, online assessments, and multiple technical rounds, including DSA, coding, system design, and role-specific skills evaluations. Early-career roles have fewer rounds, while senior roles include behavioral and managerial evaluations, with a bar raiser and cultural fit assessment. Problem-solving, code quality, design, and communication are key evaluation criteria.

Apple

Apple

Apple's hiring process for technical roles involves resume screening, online assessments, and multiple technical rounds, including DSA, coding, and system design. Early-career roles have fewer rounds, while senior roles include behavioral and managerial evaluations, a bar raiser review, and cultural fit assessment, with key criteria being problem-solving, code quality, design, communication, and collaboration.

Meta

Meta

Meta's hiring process for technical roles involves resume screening, online assessments, and 3–5 technical rounds, including DSA, coding, system design, and role-specific skills. Early-career roles focus on coding, while senior roles emphasize system design and architecture. A bar raiser review and cultural fit evaluation also occur. Problem-solving, code quality, design ability, communication, and collaboration are key evaluation criteria.

Flipkart

Flipkart

Flipkart is known for its rigorous 'Machine Coding' round where candidates must solve a design problem and write working, modular code within a strict time limit (usually 90 mins). The process also includes 2-3 tough DSA rounds and a System Design round for senior roles, focusing on scalability and concurrency.

Swiggy

Swiggy

Swiggy's hiring process is fast-paced and emphasizes practical engineering skills. It typically involves a Machine Coding round (often LLD focused) followed by DSA rounds. For senior roles, High-Level Design (HLD) discussions are crucial, often revolving around real-world problems like logistics, geolocation, and high-throughput systems.

Zoho

Zoho

Zoho has a unique hiring philosophy that values logical thinking over pedigree. The process usually starts with aptitude and C-programming logic tests. Advanced rounds involve creating simplified versions of real-world applications (like a railway reservation system or a game) to test logical breakdown and clean coding practices.

Walmart Global Tech

Walmart Global Tech

Walmart's interview process generally consists of an online coding challenge followed by 3-4 technical rounds. They focus heavily on Data Structures and Algorithms (DSA) and Core CS concepts (DBMS, OS, CN). System Design is a key differentiator for roles above SDE-2, focusing on supply chain and retail scale challenges.

Zomato

Zomato

Zomato looks for engineers who can build for scale. The process involves an initial problem-solving/DSA screening, followed by low-level design (LLD) discussions where code extensibility and readability are key. Senior roles face deep system design rounds focused on handling burst traffic and database sharding.

TCS

TCS

TCS (Tata Consultancy Services) hiring typically begins with the TCS NQT (National Qualifier Test), covering cognitive skills and programming logic. The process distinguishes between 'Ninja', 'Digital', and 'Prime' profiles based on performance. High scorers face advanced coding rounds. The interview stage includes Technical, Managerial, and HR rounds, focusing on core CS concepts, project experience, and situational questions.

Infosys

Infosys

Infosys recruits via the 'InfyTQ' certification and 'HackWithInfy' hackathon, alongside standard campus drives. The process involves an online test with sections on logical reasoning, mathematical ability, and verbal ability, followed by a pseudocode or coding section. Interviews for 'Specialist' and 'Power Programmer' roles involve deeper DSA and system design questions.

IBM

IBM

IBM's recruitment process is structured, often beginning with a cognitive ability assessment (IPAT) and a coding test. Technical interviews cover core CS topics like Data Structures, DBMS, and Operating Systems. For specialized roles, expect questions on Cloud, AI, or Blockchain. Behavioral questions are also standard.

Deloitte

Deloitte

Deloitte's hiring process for technical roles involves an online assessment covering aptitude, logical reasoning, and coding. The interview rounds include technical discussions on DSA, system design, and role-specific skills. Behavioral interviews assess cultural fit and alignment with Deloitte's values.

LTIMindtree

LTIMindtree

LTIMindtree's hiring process generally consists of an online assessment featuring quantitative, logical, and verbal sections, followed by a coding module. Shortlisted candidates move to Technical interviews focusing on their preferred technology stack (Java/Python/C++), followed by an HR discussion regarding organizational fit and flexibility.