BMC Software Interview Questions
& Process

I had my initial call with a recruiter, which was great. After that, I went through a panel interview with two 'Agile Leaders' from the team. It was scheduled for an hour virtually. I felt the interview went well based on their questions and the job description, and I was pretty confident. Unfortunately, I didn't advance to the next round. The recruiter told me the interviewers had good things to say but weren't sure I had the technical knowledge they needed. This surprised me because I applied for an Agile Partner role, and the job description didn't mention any technical skills requirement. It was basically a textbook description for a Senior Scrum Master, which I've done for over 10 years. They didn't ask me any technical questions during the interview either. I talked about some projects to give them an idea, but I didn't realize they wanted someone technical. It was really disappointing and misleading, felt like an excuse to reject me. The recruiter gave more positive feedback than negative from the interviewers. I was rejected for something not in the job description or discussed in the interview. What a shame!

It was a 3 round process. The first two rounds were with a recruiter and they both went very well. The third round was supposed to be a technical interview and it was the final round. I researched the interviewer beforehand and saw some social media posts that made me realize I wouldn't get the job. At the start of the interview, I was told the interviewer wouldn't be on camera, but I was expected to be. No technical questions were asked in the 'technical interview'. Every answer I gave was met with a loud 'hmph'. After the interview, I told the recruiters I knew I wouldn't get the job, and they said the interviewer (Director of R&D) told management I wasn't qualified because of my background as a former services account manager, mainframe dev, and datacenter engineer. I don't want to work with them again.

The interview process started with an initial call with HR to discuss general expectations. This was followed by two technical rounds, which were described as easier if you have experience with Java and relevant technologies for a senior developer role. The final round was a techno-managerial one, which was a very negative experience due to a mismatch between stated job description expectations and priorities versus what was actually assessed. Although the company's product development heavily relies on Java, SQL, Spring, Hibernate, and cloud technologies, the interview heavily prioritized Linux commands. The impression given was that memorizing and being able to write down a few Linux commands was the most important skill for a developer there.

It started with a quick chat with HR and the hiring manager. Then, there was a home assignment focused on web automation. After that, a technical interview covered the home project, general coding questions, and some live QA scenarios. The next step was a personal interview with the hiring manager's boss, including some high-level technical concept questions. Following that, an in-person HR interview concentrated on soft skills, overall work experience, and academic background. Finally, there was a personal interview with the manager above that one, focusing more on soft skills. The whole thing was pretty fast, about 3 weeks, and everyone was clear and professional, with HR and the hiring manager always there to help if needed.