Sony Interactive Entertainment Interview Questions
& Process

I recently interviewed at Sony Interactive Entertainment / PlayStation for a role as Brand and Commerce Research Manager. I had 3 interviews over a 3 week period. After my third interview I didn't hear back or receive any feedback so I chased the HR manager for an update... 3 times over the next 2 weeks and didn't hear anything. I also emailed their recruitment team and still haven't received any updates. It is a shame that prospective employees will spend the time and effort preparing for multiple interviews over multiple weeks and then get ghosted.

It was a 3 stage interview process. First was HR for screening and background checks. Then a technical interview with QA leads where they asked technical and scenario questions. The last stage was a 5-minute presentation followed by technical questions with the PC Tech Lead and the previous QA leads. Overall it was a good experience, positive vibes, nice interviewers, and I got feedback at the end. The main drawback was the 5-minute presentation; it's super strict, and it's hard to get into detail, but they expect it, which is odd. Maybe they should extend the time? They seem to be having trouble filling the role, so they're probably looking for a unicorn, even though they mentioned learning presentation skills on the job.

I interviewed for a Senior/Lead SDET role on the PlayStation publishing pipeline team. The interview was a 1-hour technical session with two SDETs. They asked coding exercises and framework questions. It felt like 75% of the time was spent on basic coding puzzles that didn't really relate to SDET work, like textbook algorithm questions, and didn't assess automation framework architecture, CI/CD integration, test strategy, or leadership skills for a Lead role. When we did talk about my experience, there wasn't much follow-up or deep technical discussion. The interviewers seemed to just want to check boxes instead of understanding how my experience fit PlayStation's needs. For a Senior/Lead SDET role, I thought they'd ask about framework architecture decisions and trade-offs, test strategy for complex publishing systems, handling flaky tests at scale, team leadership and mentoring, or CI/CD pipeline optimization. Instead, it felt like a junior developer interview. The interview process doesn't really match the seniority of the role. If you're applying for a Lead/Senior SDET position, be ready for an interview that feels like a junior developer screening, not a senior quality engineering assessment. I had high hopes for PlayStation's technical hiring, but this experience didn't quite measure up for automation leadership roles.

Started with a Recruiter screen and then a Hiring Manager interview, which went well and gave me a clear picture of the role. Then I had a take-home business case test using SQL. After submitting my analysis and insights, I moved on to the technical interview round. This involved a deeper dive into my experience and its application to the team, a review of the take-home task, some situational questions, and live SQL coding exercises. One interviewer seemed skeptical about my responses to technical questions, but the other was professional. The fifth interview was described as behavioral, focusing on daily situations and the scope of work, but it turned out to be another pure SQL live coding test, with the same skeptical interviewer and the Hiring Manager present. Unfortunately, I was not successful. The feedback I received seemed inaccurate, mentioning a lack of experience in an area I had detailed in interviews and on my CV. Despite requesting clarification and multiple follow-ups, I never received a satisfactory response. The initial positive experience soured due to the behavior of one interviewer, an inaccurate agenda for the final interview, and a lack of clear, actionable feedback.