Comcast runs two visibly different hiring machines. Its India engineering centre (Chennai) uses a classic campus/walk-in funnel: a long multi-section online assessment on a proctored platform, then a combined technical-plus-HR interview covering SQL, data structures and a resume deep-dive, then a general HR round about relocation and package. Its US side is far more informal and role-shaped: corporate and IT candidates describe a short recruiter call followed by a panel with the hiring manager and a senior practitioner, while hourly call-centre and rep roles run as mass hiring events where a group presentation is followed by back-to-back one-on-ones, with an online assessment, a background check and a drug screen gating the offer.
These 7 writeups cover software engineering, data engineering, customer service and other roles, US + India (Chennai) mix. 6 of them were posted under a forum handle, so we could not verify the authors’ identities.
1Online assessmentOnline assessmentSix or seven subject-segmented MCQ sections plus two coding problems at an easy-to-medium level. The MCQ sections spanned core CS subjects and the language/framework stack the author listed, and roughly 150 candidates cleared it.Covered: DBMS, Data structures & algorithms, Operating systems, Networking, Arrays & strings
2Technical interviewTechnicalOpened with a full walkthrough of a resume project and drilled into its design decisions, then moved to the author's preferred language for two straightforward array/string problems where the interviewer pushed for the optimal approach, plus sorting-algorithm complexity and a couple of join-and-subquery SQL questions on an employee table. About 40 candidates advanced across all three roles.Covered: Past projects, Arrays & strings, SQL, Data structures & algorithms
3HRBehavioralStandard HR conversation about five-year plans, family background, any intent to pursue higher study, and willingness to relocate to Chennai. Only five of the forty were turned down, and the specific role offered was matched to each candidate's resume and skill set.Covered: Behavioral, Shift availability
Development Engineer (campus drive, also hiring SDET and DevOps Engineer)
1Online assessment (Mettl)Online assessmentA nine-section test delivered on the Mettl platform, mixing quantitative aptitude and logical reasoning with Linux, SQL querying, predict-the-output questions and network security. Roughly 150 candidates were shortlisted from it.Covered: Aptitude, Puzzles, Operating systems, SQL, Networking
2Technical + HR (in person)TechnicalAn in-person combined round where the author was asked to write several join and subquery SQL statements against a given schema, compare data structures with real-world examples and pick one suited to frequent inserts and deletes, and then discuss resume projects. Unusually, it also included open industry-awareness questions on AI, digital transformation and how the candidate keeps up with technology news.Covered: SQL, Data structures & algorithms, Past projects, Resume deep-dive, Domain knowledge
3General HR (in person)BehavioralA personal-fit conversation covering family, one resume project again, motivation for joining Comcast, willingness to relocate to Chennai, and an explicit discussion of the salary package. Everything written on the resume was fair game.Covered: Behavioral, Resume deep-dive, Shift availability
1On-site walk-in screenTechnicalThe author applied through a job board, got an HR shortlisting call about a week later and was invited to an offline hiring event at Comcast's Chennai office, waiting in a seminar hall with hundreds of other developers before being called to a room. Contrary to their expectation the process did not finish in one day, and they had already interviewed with Comcast about six months earlier.Covered: Past projects
Engineer 5 / Engineering Manager (Chennai)
Outcome not shared
Experienced. 3 rounds. Shared by u/Wonderful-Ad3764 on reddit, 2026-06-14
1Technical screenTechnicalThe author applied to two openings at the Chennai site through Workday and cleared the first round for the individual-contributor requisition.Covered: Past projects
2Interview with US teamPanelA second round conducted by the US-based team, which the author felt went well. The interviewer said a manager would set up the next round.Covered: Past projects
3Hiring manager (never scheduled)Hiring managerThe promised manager round never materialised. Three weeks passed with no contact and no reply to phone or email follow-ups, while the Workday status on the parallel manager application flipped to a further-consideration state. The account documents the stall, not the round's content.
1Two-person panel (on-site)PanelAn hour-long panel with an IT director and a senior DBA in a deliberately informal office. The director stayed on background and motivation questions (how the author got into IT, most interesting and hardest coursework, why this employer) while the DBA ran a direct technical examination of relational fundamentals such as joins and unions. The panel closed by inviting anything not yet covered and told the author outright that they make the interview hard on purpose.Covered: SQL, DBMS, Behavioral, Resume deep-dive
1Group interview sessionPanelA group session run by an interviewer who explained that the CAE role carries a sales component, and who told candidates an offer would be extended at the end of the follow-up individual interview if they were wanted.Covered: Customer scenarios, Sales roleplay
2One-on-one interviewHiring managerA private interview two days after the group session, with a paperwork packet including consent to a background check. The candidate was told to expect a call by the end of the following week and was instructed in writing not to phone in about the application. A later call revealed a pre-employment physical was also part of the sequence.Covered: Customer scenarios
Bulk Priority Representative
Outcome not shared
Experienced. 2 rounds. Shared by u/Burnbabyburn1337 on reddit, 2016-10-23
1Phone screen plus online assessmentPhone screenOne day after applying the author was put through a phone interview and an online assessment in the same contact, and an in-person interview was scheduled on the spot.Covered: Customer scenarios, Aptitude
2Group hiring event and one-on-onesPanelA mass hiring session about ten days later with roughly thirty candidates: a half-hour company presentation followed by individual interviews. Candidates were told HR would follow up within two weeks, and the portal status later moved to a still-being-considered state accompanied by a work-opportunity tax-credit survey.Covered: Customer scenarios, Behavioral
What Comcast is hiring for now
666 open roles in our index. Advertised pay floors run $46k to $87k (median $55k, from 540 postings that state pay).
Comcast runs two visibly different hiring machines. Its India engineering centre (Chennai) uses a classic campus/walk-in funnel: a long multi-section online assessment on a proctored platform, then a combined technical-plus-HR interview covering SQL, data structures and a resume deep-dive, then a general HR round about relocation and package. Its US side is far more informal and role-shaped: corporate and IT candidates describe a short recruiter call followed by a panel with the hiring manager and a senior practitioner, while hourly call-centre and rep roles run as mass hiring events where a group presentation is followed by back-to-back one-on-ones, with an online assessment, a background check and a drug screen gating the offer.
What topics does Comcast test in interviews?
Commonly reported topics include SQL, Data structures & algorithms, DBMS, Operating systems, Networking, Arrays & strings.
These guides summarize public, first-hand interview experiences shared by candidates. They describe the shape of each loop and the topics that came up, not a leaked question bank, and every experience links back to its original source. Processes change often. Treat this as directional prep, not a script.
TheJobsMap