DXC Technology's hiring loop is dominated by the huge Indian campus / off-campus pipeline that feeds its Associate Professional role: a long AMCAT/SHL online assessment (aptitude, English, essay writing, computer fundamentals, and an Automata Fix debugging section) followed by a combined technical-plus-HR conversation that leans on OOP, DBMS/SQL, projects and Java/Python fundamentals rather than hard DSA or system design. Experienced hiring, especially in the Philippines shared-services hub and MENA, is much lighter on coding: candidates go through an HR/recruiter screen and one or two panel interviews (often with the delivery manager, tech lead and sometimes 4-5 security or SAP managers on one call) that stress-test domain depth and stakeholder communication instead of algorithms.
These 17 writeups cover software engineering, infrastructure engineering, service desk and other roles, India campus + PH shared services. All of them were posted under a pseudonym (Reddit, GeeksforGeeks or forum handles), so we could not verify the authors’ identities.
Typical rounds
2.62-4 range
Outcomes shared
6/2offer / not
Most common round
Technical
Sources span
2015 - 2025
Most frequently reported · Past projects(14), Aptitude(12), Behavioral(12), English(9), OOP(9)
DXC Technology’s official process
DXC states its process starts with a short recruiter/phone screen (about 15 minutes), a company-run online assessment if the profile fits, then competency-based interviews with the hiring team; for some early-careers programmes candidates also give a short presentation on something they are passionate about. DXC explicitly says it never interviews via text/chat, never asks for payment, and asks that candidates do not use AI tools during interviews.
A time-boxed AMCAT-SHL sitting split into six sections including a 12-question English verbal block (15 min), 14-question logical reasoning (14 min), 16-question quantitative aptitude (16 min), a 20-minute essay, and 12 computer fundamentals MCQs. Switching between sections was not allowed.
About a 40-minute virtual interview mixing technical and HR questions. Interviewer probed OOP, projects on the resume, DBMS basics, and occasionally asked the candidate to write code in a shared editor before pivoting to HR-style motivation questions.
A 100-minute proctored online test covering CS fundamentals and general aptitude with no negative marking and no ability to switch back between sections.
Covered · Aptitude, Computer fundamentals
2
Technical interviewTechnical
One-on-one technical round that mixed live coding with SQL and relational-DB questions, plus theory on operating systems, networking, OOP and cloud basics. Evaluators graded code quality and logic, not just the final answer.
A conversational HR chat with the standard strengths/weaknesses, why-DXC and relocation questions, seeded with a couple of light puzzles and questions about salary expectations and company knowledge.
Standard DXC campus PPT introducing the company, business lines and the Associate Professional role before eligible students moved on to the assessment.
Covered · Domain knowledge
2
AMCAT online assessmentOnline assessment
Multi-section AMCAT sitting: 12 English MCQs (15 min), 14 logical (14 min), 16 quantitative (16 min), a 20-minute essay, 12 computer programming MCQs (15 min) and, distinctively, a 7-question Automata Fix debugging section (20 min) where broken code has to be repaired.
A 45-60 minute technical chat: abstract class vs interface, SDLC phases, differences between OS scheduling algorithms, and two coding problems shared on screen -- a balanced-brackets check (easy) and sort elements by frequency (medium) -- with follow-ups on time and space complexity, then a project walkthrough.
Covered · OOP, SDLC, Operating systems, Data structures & algorithms, Past projects
4
Letter of intentFinal
After the interview DXC issued a letter of intent to shortlisted students, ahead of a formal offer letter later in the cycle.
Moderate-difficulty online assessment with aptitude, logical and English MCQs plus a 200-300 word essay.
Covered · Aptitude, English, Essay writing
2
Virtual technical interviewTechnical
About a 40-minute virtual interview split between coding-adjacent technical questions on resume tech, some conceptual questions and behavioural / why-DXC style follow-ups.
Covered · Past projects, Behavioral, Domain knowledge
Combined technical/HR round where the interviewer pushed on DBMS depth (differences between delete, drop and truncate), SQL transaction control, a machine-learning project the candidate had done, and small DSA tasks like finding the max element in an array and implementing inheritance. Candidate was rejected at this stage.
Covered · DBMS, SQL, Data structures & algorithms, Past projects
Sectional written test covering coding and aptitude; the platform did not allow moving between questions, so time management mattered.
Covered · Aptitude, Computer fundamentals
2
Technical + HRTechnical
One combined round covering OS, networking, DBMS and DS basics (stacks, queues), some Python questions, and behavioural follow-ups anchored to resume highlights.
First stage was a standard aptitude/reasoning/verbal MCQ set on the online platform.
Covered · Aptitude, English
2
Automata Fix debuggingOnline assessment
Distinctive Automata Fix section where broken code snippets had to be understood, corrected and submitted.
Covered · Debugging
3
Technical + HRTechnical
Combined technical/HR interview that leaned on project walkthroughs, why-this-tech reasoning (for example C vs Python), simple coding, and career-goal / strengths-and-weaknesses questions.
Project-heavy round: the interviewer walked through the candidate's Weather App and Password Security Analyzer, then probed Python (GIL, exception handling, garbage collection), computer networks and topologies, and OOP fundamentals.
Covered · Past projects, OOP, Networking
3
Further technical + HRTechnical
Follow-up conversation deeper on networking, general programming and OOP before HR-style close-out questions.
Self-introduction anchored on internships, projects and certifications, followed by drill-downs into project features, DB connectivity, table structures and primary keys.
Covered · Past projects, DBMS
2
Managerial roundHiring manager
Manager-led discussion on how the candidate approached problems in their projects and how they picked frameworks and versions.
Covered · Past projects, Behavioral
3
HR roundBehavioral
Standard HR close covering motivation, fit, career goals and logistics.
Standard multi-section AMCAT run: English, logical reasoning, quantitative aptitude, essay writing, computer fundamentals and Automata Fix, used for the 2021 pass-out on-campus cohort.
Standard SHL sitting used to shortlist for the 2024 on-campus drive.
Covered · Aptitude, English
2
Technical interviewTechnical
Interviewer opened with simple arithmetic aptitude, then moved into OOP fundamentals, cloud computing basics, resume projects and cybersecurity awareness.
Covered · Aptitude, OOP, Cloud, Past projects
3
Second technical + HRTechnical
Follow-up round on OS and DBMS theory, project details and general company knowledge, roughly a month after Round 2.
Covered · Operating systems, DBMS, Past projects, Domain knowledge
A 90-minute written round with 99 MCQs plus one essay, spanning aptitude and technical areas: OS (heavy on file systems), DBMS, cloud computing and big data, networking, latest-tech questions, and C/C++/Java output-based questions.
Elimination technical round anchored on projects and DS fundamentals such as linked-list insertion, plus a discussion of what innovation means to the candidate.
Covered · Past projects, Data structures & algorithms
3
HR interviewBehavioral
HR close covering innovation follow-ups and location preference.
Short HR/recruiter screen covering background, current role (the candidate was working as a desktop support engineer) and motivation for a security role.
Covered · Behavioral, Past projects
2
Panel final interviewPanel
Almost two-hour panel with about five managers, each covering a different security pillar. The candidate describes being aggressively pressure-tested (told three separate times they were not the ideal candidate and asked how they would close their knowledge gap) rather than walked through a friendly Q&A. Outcome: passed and received a job offer, though the wait between interview and offer was about two months (late November interview, call in mid-to-late January, JO two weeks later).
Covered · Domain knowledge, Past projects, Behavioral
SAP consultant (later Junior SAP Project Manager) - DXC Luxoft PH
New grad
Not selectedoffer verbally extended then revoked4 rounds
1
Recruiter screenPhone screen
Initial screen with a Vietnamese technical recruiter covering common background questions before profiling the candidate for the WMS module.
Covered · Behavioral
2
SAP WMS panel interviewPanel
Panel with the WMS project manager and IT delivery lead from DXC Technology Manila. Candidate passed but was rejected due to limited slots; the PM then endorsed them for a Junior SAP Project Manager role.
Covered · Domain knowledge, Past projects
3
Hiring manager interview (Junior SAP PM)Hiring manager
Conversation with the hiring manager, who was also the WMS project manager, focused on project delivery and stakeholder handling.
Covered · Past projects, Behavioral
4
Director interviewFinal
Final chat with the Director. Candidate passed and was informally told they had been selected with salary/allowance details, but no formal offer letter followed and, after three weeks of follow-ups on Viber, the recruiter told them the offer had been revoked due to financial constraints.
Short HR chat that led to a verbal offer at PHP 26k for a remote night-shift Application Analyst role, with an additional interview scheduled after the candidate finished creating their Workday profile.
Covered · Behavioral
2
Post-offer interviewHiring manager
A follow-up interview scheduled after the verbal offer and Workday onboarding step, effectively a hiring-manager confirmation round before formal joining.
IT desk support / ITO service delivery consultant (PH)
New grad
Outcome not shared2 rounds
1
Initial interviewPhone screen
Initial HR-style screen for an IT desk support role at DXC Philippines.
Covered · Behavioral
2
Technical interviewTechnical
Technical interview that the candidate passed, leading to being shortlisted and then being redirected internally to a different ITO service delivery consultant opening.
What is the interview process like at DXC Technology?
DXC Technology's hiring loop is dominated by the huge Indian campus / off-campus pipeline that feeds its Associate Professional role: a long AMCAT/SHL online assessment (aptitude, English, essay writing, computer fundamentals, and an Automata Fix debugging section) followed by a combined technical-plus-HR conversation that leans on OOP, DBMS/SQL, projects and Java/Python fundamentals rather than hard DSA or system design. Experienced hiring, especially in the Philippines shared-services hub and MENA, is much lighter on coding: candidates go through an HR/recruiter screen and one or two panel interviews (often with the delivery manager, tech lead and sometimes 4-5 security or SAP managers on one call) that stress-test domain depth and stakeholder communication instead of algorithms.
What topics does DXC Technology test in interviews?
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.