SDG Group Interview Questions
& Process

This was a really bad interview experience. The technical assignment was a lot of work, like a real job, and required a big commitment. But the interview afterward wasn't at the level of the effort I put in or the seniority of the role. It wasn't that I was upset about not getting the job, but more that I was disappointed in how my work was judged. It felt unfocused, unprepared, and like they didn't value my time. Instead of using clear criteria, the interview just wandered, focused on minor things, and didn't give me a chance to really show what I built. Just saying 'let's look at the code' without a plan or good questions isn't a real evaluation; it's just disorganized and put me in an awkward spot. The worst part was how the interview was run. One interviewer left mid-meeting, showing disinterest, bad planning, and no respect for my personal time spent on the assignment. If they expect commitment from candidates, they should at least show the same commitment. The tone was also sometimes condescending. You can't say you're hiring for a senior role and then treat the candidate like they have to explain every little thing without any clear evaluation plan. Some comments felt like they were trying to minimize my work instead of understand it. The final feeling wasn't just disorganization, but a process that felt kind of humiliating at times. Basically, they asked for a lot from the candidate, had very inconsistent evaluation, and the technical interview was unfocused and not what you'd expect for the level they said they were hiring for.

I applied directly through the company's website. After some waiting, I was contacted for an initial HR interview lasting about 20 minutes. The tone was friendly and relaxed, not stressful at all. They asked about my education, why I want to work at SDG Group, and my availability. They also went into detail about some things on my CV. Overall, it was a good and well-organized experience. After passing the HR screening, you move on to the next step of the selection process. My advice: be ready to clearly explain why you're interested in consulting and to talk about your journey in a structured way.

The interview process had four parts. First, I had a screening call with the HR Manager about my background and if I'd be a good cultural fit. Then, there was a detailed technical interview with both the local and global tech teams where we talked about architecture and tech problems. After that, I got a technical project to do on my own to show how I build things. The last part was an evaluation of the project with the tech leader, where we really dug into why I made certain architectural choices. It was tough but clear, showing me what they expect technically.

First, you are asked to describe yourself as a person, highlighting your character, values, and personal qualities (like being responsible, committed, proactive, a team player, etc.). Second, you should present the techniques or skills you master, meaning the practical knowledge and competencies you can apply at work or school (like using software, organization methods, problem-solving approaches, etc.). Lastly, the interview includes a part to specify your English level, covering comprehension, speaking, and writing, which helps evaluate your communication skills in a language crucial for many roles.