Software Engineer applicants have rated the interview process at Thoughtworks with 3.4 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 69% positive. To compare, the company-average is 61.3% positive. This is according to Glassdoor user ratings.
Candidates applying for Software Engineer roles take an average of 28 days to get hired, when considering 105 user submitted interviews for this role. To compare, the hiring process at Thoughtworks overall takes an average of 34 days.
Common stages of the interview process at Thoughtworks as a Software Engineer according to 105 Glassdoor interviews include:
Phone interview: 18%
Skills test: 16%
One on one interview: 15%
Presentation: 12%
Group panel interview: 11%
IQ intelligence test: 10%
Personality test: 9%
Background check: 3%
Other: 3%
Drug test: 1%
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passed 5 interviews, no offer, just “wait for future opportunities”
I went through a long and exhausting recruitment process with this company, including five interviews, technical and behavioral stages. At the end, I was told I had been approved.
However, instead of receiving an offer, I was informed that they couldn’t move forward “at the moment” and that I should wait for future opportunities for up to one year, with the promise of possibly resuming the process later without repeating all steps.
This feels extremely misleading and disrespectful to candidates’ time and effort. If there is no open position or budget to hire, that should be made clear before putting someone through five rounds of interviews.
Calling this an “approval” without an actual offer is just a way to keep candidates on hold while the company takes zero responsibility. Candidates invest weeks of preparation, emotional energy, and time — and in the end receive nothing but vague promises.
I strongly believe companies should only run full hiring processes when they are actually ready to hire. Anything else creates false expectations and shows a lack of respect for professionals.
I would not recommend this recruitment process to anyone unless the company improves transparency and stops using candidates as a talent pool with no real commitment.
Thought provoking, very congenial. learnt a lot during the interview. There were a coding round followed by an in-person additional part of the code. This was followed by 2 interview panels, 1 HR round and 1 leadership round. The
The process was structured, consisting of different stages over weeks. It included a standard recruiter screening and a technical interview. Afterward, I received the result of the interview over email and call.