Software Developer applicants have rated the interview process at Mastercard with 3 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 64% positive. To compare, the company-average is 64.2% positive. This is according to Glassdoor user ratings.
Candidates applying for Software Developer roles take an average of 24 days to get hired, when considering 77 user submitted interviews for this role. To compare, the hiring process at Mastercard overall takes an average of 32 days.
Common stages of the interview process at Mastercard as a Software Developer according to 77 Glassdoor interviews include:
One on one interview: 21%
Phone interview: 17%
Skills test: 16%
Group panel interview: 12%
Presentation: 9%
Background check: 7%
Personality test: 7%
Drug test: 6%
IQ intelligence test: 5%
Other: 1%
Here are the most commonly searched roles for interview reports -
4 rounds of interview which includes a video screening, a recruiter call, a technical / coding round with consulting questions like (how many people can fit a football field) and team fit round
I had two interviews.
The first one the interviewer didn't turn on there camera which I thought was rude.
On the second interview only one of the interviewers turned on the camera.
Both interviews mumbled and didn't have the best microphones.
I was cut off mid sentence when answering questions.
When they asked questions they would look around as if the interview process was a hassle for them.
Generally I found the behaviour to be completely un-professional.
Interview questions [1]
Question 1
The questions were around core Java, spring and testing.
It was good. A technical interview with Engineer followed by a Personality one. The Engineer was very helpful and nice. He didnt but pressure on me The personality interview was easier they asked some technical questions too
nitial Screening: A brief phone or video call to verify basic qualifications.
Formal Interviews: One-on-one or panel discussions focused on experience, skills, and situational problem-solving.
Assessments: Practical tests or presentations to objectively measure technical competence.
Final Evaluation & Offer: Review of top candidates followed by background checks and an official job offer.