Edison International interview questions

From 6 candidate accounts, updated Oct 12, 2026

Candidate accounts: 6
Rounds on average: 2.8
Fewest and most rounds: 2 to 4
Open roles at Edison International: 219

How the loop works

Edison International's hiring flow is dominated by Southern California Edison (SCE), a regulated utility, and it splits sharply by role family. Skilled-craft candidates (Groundman/Lineman, Substation Electrician Apprentice, Field Planning Technician Trainee, Meter Technician, Plant Operator) are first funneled through a named EEI pre-employment test battery (CAST/5108, POSS/5100, MASS/5105, TECH/5107, SO/PD II/5209, plus role-specific Apprentice Electrician 2100 for substation, and a physical-performance test such as Groundman 4015 or Lineman 4016), then a HireVue OnDemand recorded-video behavioral interview, then an in-person panel or job-site physical-performance test at a yard. Corporate/salaried candidates (engineering, IT, mobile, data, business/analyst, distribution planning) instead follow a three-step loop: a recruiter/talent-acquisition phone screen, then role-specific screens (a HackerRank technical assessment for developer roles, or a personality test called Test Battery A / Edison Individual Contributor Workstyles / Test 8203 for interns), then a virtual or on-site panel interview of roughly four interviewers (hiring manager, tech lead, team member) that is largely behavioral with the company explicitly requesting answers in the STAR format, plus some resume/technical probing on named past projects. Panel candidates report a strong safety emphasis and the recurring hint that the utility expects you to speak to real past-situation stories rather than hypotheticals.

These 6 writeups cover electric utility craft, power systems engineering, software engineering and other roles, US Southern California only. 5 of them were posted under a forum handle, so we could not verify the authors’ identities.

See open roles at Edison International

Interview experiences at Edison International

Mobile Software Engineer (Digital Accelerator & Mobile Engineering, Digital & Process Transformation)

Received an offer

Experienced. 3 rounds. Shared by Catherine Cheng on blog, 2021-06-19

1Recruiter phone screenPhone screenCandidate was sourced by an external staffing firm (Sharp Decisions) and had a phone screen with a named recruiter (Jamey) to walk through background before being pushed to the technical screen.Covered: Resume deep-dive, Past projects
2HackerRank take-home technicalTake-homeA one-hour HackerRank assessment covering React, Node, SQL, NoSQL and general web development fundamentals. Candidate scored 96.3% and reported the recruiter treated it as the differentiator that got them advanced ahead of much more senior applicants.Covered: API design, SQL, DBMS, Testing
3Virtual onsite panel with the SCE mobile engineering teamPanelA single virtual onsite with a manager, a tech lead and a developer, mixing behavioral questions with technical discussion about React Native, Node/TypeScript, offline-first mobile and the team's wildfire-mitigation pole-inspection product. Offer landed five days after the onsite. Candidate negotiated and signed within a week.Covered: Behavioral, Past projects, System design, Domain knowledge

IT / CS Summer Intern

Outcome not shared

Internship. 3 rounds. Shared by j-wolves, kiddoEve, RubySapior, josedelo on reddit, 2022-12-22

1Test Battery A (Edison Individual Contributor Workstyles, Test 8203)Online assessmentEmailed link to a roughly 100-question personality/workstyles assessment. Multiple candidates report the prompts are forced-choice statements where you rank agreement, and several found the wording confusing or self-contradictory. Result is pass/fail and returned effectively immediately. Failing pushes the candidate out of the pipeline entirely.Covered: Aptitude, Behavioral
2Recruiter phone confirmationPhone screenA short call from Talent Acquisition to confirm graduation date, work authorisation, and to book the real interview. The recruiter explicitly warned the candidate that the next round would be behavioural and to use the STAR method.Covered: Resume deep-dive
3Team interview (virtual)TechnicalThe scheduled team interview was billed as behavioural but for this candidate it skewed technical: the interviewers dug almost entirely into the specific projects on the resume rather than running through canned behavioural prompts, so prepping only STAR stories left them under-prepared to defend project detail.Covered: Past projects, STAR stories, Behavioral

Distribution Groundman

Outcome not shared

New grad. 4 rounds. Shared by Professional-Win918, NoFix4222, Plus_Hedgehog_8545, Own_Union_3835, Dvggerrr on reddit, 2026-07-27

1EEI CAST (Test 5108)Online assessmentSCE emails candidates who progress out of resume review an invite to take the CAST 5108, the entry-level aptitude test the utility uses for Groundman and other line-adjacent roles. Historical posters describe testing in September and receiving interview call-backs weeks to months later.Covered: Aptitude
2HireVue OnDemand video interviewPhone screenA recorded HireVue interview scored asynchronously. Multiple candidates report doing four or five HireVue attempts across different yard postings over months without any explicit pass/fail email. Some describe getting only a generic 'we decided to pursue other candidates' notice rather than a clear result.Covered: Behavioral, Safety procedures, STAR stories
3In-person panel interview at the yardPanelPanel interview at the specific SCE yard the requisition is for, sometimes converted to a Microsoft Teams call at short notice for scheduling reasons. If the panel goes well, candidate is invited to the physical-performance test.Covered: Behavioral, Safety procedures, STAR stories, Customer scenarios
4Groundman Physical Performance Test (Test 4015)Assessment centreLive physical assessment at a yard. Handline (rope-over-pole) portion is pass/fail: drop the line and the assessor walks you out. Remaining components include timed shovelling of gravel and lifting weighted milk crates to different heights.Covered: Safety procedures

What Edison International is hiring for now

219 open roles in our index.

Most-posted roles

Vegetation Management & Forestry, Senior Specialist3
Design/Drafting Specialist3
Transmission Project Manager3
Planning Specialist3
Employee Communications Senior Advisor2
Facilities Construction, Senior Project Manager2

Top locations

Rosemead72
Pomona46
Irwindale17
Westminster10
Redlands8

Open roles at Edison International

See all 219 roles

Edison International interviews: FAQ

What is the interview process like at Edison International?: Edison International's hiring flow is dominated by Southern California Edison (SCE), a regulated utility, and it splits sharply by role family. Skilled-craft candidates (Groundman/Lineman, Substation Electrician Apprentice, Field Planning Technician Trainee, Meter Technician, Plant Operator) are first funneled through a named EEI pre-employment test battery (CAST/5108, POSS/5100, MASS/5105, TECH/5107, SO/PD II/5209, plus role-specific Apprentice Electrician 2100 for substation, and a physical-performance test such as Groundman 4015 or Lineman 4016), then a HireVue OnDemand recorded-video behavioral interview, then an in-person panel or job-site physical-performance test at a yard. Corporate/salaried candidates (engineering, IT, mobile, data, business/analyst, distribution planning) instead follow a three-step loop: a recruiter/talent-acquisition phone screen, then role-specific screens (a HackerRank technical assessment for developer roles, or a personality test called Test Battery A / Edison Individual Contributor Workstyles / Test 8203 for interns), then a virtual or on-site panel interview of roughly four interviewers (hiring manager, tech lead, team member) that is largely behavioral with the company explicitly requesting answers in the STAR format, plus some resume/technical probing on named past projects. Panel candidates report a strong safety emphasis and the recurring hint that the utility expects you to speak to real past-situation stories rather than hypotheticals.
What topics does Edison International test in interviews?: Commonly reported topics include STAR stories, Behavioral, Safety procedures, Aptitude, Past projects, Resume deep-dive.

Round formats

Across all 6 accounts

Online assessment5

Phone screen4

Panel4

Take-home1

Technical1

Assessment centre1

Behavioral1

Most asked topics

Behavioral 6Aptitude 5Safety procedures 4Past projects 3STAR stories 3Customer scenarios 2Domain knowledge 2Resume deep-dive 2

Also tested: STAR stories, Behavioral, Safety procedures, Aptitude, Past projects, Resume deep-dive, Customer scenarios, Conflict handling

Edison International’s own guidance

The official Edison Careers site describes a three-step SCE/Edison International application flow. Step 1: the Talent Acquisition (HR) team screens resumes against the posting, and if a hiring manager wants to move forward the candidate is contacted for a phone screen. Candidates may instead (or in addition) be invited to complete an OnDemand video interview, which is powered by HireVue at sce.hirevue.com. Step 2: based on phone-screen or OnDemand feedback, candidates may be invited to an on-site interview lasting anywhere from a few hours to a full day, with a possible second on-site day depending on the role. Step 3: if the candidate has not heard back within four weeks they are directed to check their status in the Edison Careers portal. The site also runs a large pre-employment testing program: the Pre-Employment Study Guides page lists role-specific test IDs including EEI CAST (Test 5108), EEI POSS (5100), EEI MASS (5105), EEI TECH (5107), EEI SO/PD II (5209), EEI Customer Service Specialist (5306), Apprentice Electrician (2100), Groundman Physical Performance (4015), Lineman Physical Performance (4016), Meter Technician (2605/2625/2683/2684/2686), Hydro Station System Operator (8020), and the Edison Individual Contributor Workstyles personality assessment (Test 8203), among many others. A resume is required for all roles. Cover letters are optional. The company only accepts online submissions and requires US work authorization without sponsorship.

Edison International hiring page

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.