got a recruiter reach out for a senior SWE role at Salesforce (MuleSoft org) and i've got a screen in about 3 weeks. doing this from a job so my prep time is limited.
anyone been through a loop there in the last 6 months, for any org? i'd especially love to hear: how many coding rounds, whether there's a system design, and how heavy the behavioral portion actually is. the Ohana culture thing gets mentioned everywhere but i've never been through the process so i don't know if it's just vibes or actual structured questions.
drop anything you've got. all roles welcome.
4 replies
remote_swe_42
MuleSoft is a bit of its own world inside Salesforce. for their senior backend roles the loop i went through was: 1 coding (medium algorithms), 1 system design (API gateway patterns came up), and 2 behavioral rounds. the behavioral was legit structured, not a formality. they asked about times I disagreed with a technical direction and what I did about it. give them a real story not a sanitized one.
careerveteran
the behavioral weight surprised me too when I was on the hiring side at a comparable company. at this scale the coding bar is a table-stakes filter. the behavioral round is what differentiates the hire from the no-hire at senior and above. prep at least 3-4 concrete stories: collaboration under pressure, customer impact, and a time you pushed back on something. STAR format holds up fine here.
quietquit_quincy
good call on "pushing back" as a category. that one always feels risky but it's actually a flex if you have a good outcome to anchor it.
tired_recruiter
fwiw their recruiting cycle is on the slower side. 3 weeks of lead time is actually healthy. don't mistake a slow timeline for a cold signal. they just move at enterprise speed.