Softura Interview Questions
& Process

The interview process included a technical/skill assessment with an online test to check my technical skills and problem-solving. For creative roles, a portfolio submission is part of it. Then, there were technical interviews: a first round with team members or technical leads involving coding, case studies, or problem-solving, and a second round with senior members for more in-depth questions. Behavioral interviews focused on competency-based questions using the STAR method and cultural fit discussions. The final stages involved a panel interview with multiple stakeholders and sometimes an executive interview for the final hiring decision. Finally, there was the job offer and negotiation phase.

It was a great interview experience in Softura. I got great support from the recruiter regarding the interview process, like proper responses and on-time feedback. Besides that, Softura has an excellent onboarding process, and the HR team extends their support for all the documentation processes, which are neat and clean.

They scheduled the interview for the morning but then called to reschedule for the evening. The interviewer didn't even greet me or ask my name, experience, or anything. They just jumped straight into the questions. For Technology Architect roles, there are typically 4 rounds, which is standard for all roles, even for developers with just 2 years of experience. In the first round, I was asked to write a program using javascript and jquery, which are outdated technologies I haven't been working with. This was the same question asked to a 2-year experienced developer and a 12-year experienced manager. I've never had such a bad interview experience. They expected skills in Azure and .Net core, but there were no questions about them. It felt like they were trying to compete with a 3-year developer who is working at an architect level.

The recruiter was okay with my expected CTC and scheduled the interview. I cleared two technical rounds. In the HR round, the HR stated that they cannot offer more than a 25% hike, which was a very bad experience. The candidate questioned why their time was wasted on two technical rounds if their expectations couldn't be met, given that most companies offer at least a 50% hike. The candidate strongly advises against wasting time with this company and states they would not prefer to work there even with a 1000% hike.