HPE's hiring, as documented publicly, is overwhelmingly an India campus funnel: a long proctored online test (HirePro, Mettl or HackerRank) mixing aptitude, CS-fundamentals MCQs and one to three coding problems, then a deep technical interview, then a managerial round that is half behavioural and half technical, then a short HR round on relocation, family background and motivation. Compared with other large tech employers the loop leans much harder on operating systems, computer networks and Linux than on competitive DSA, and interviewers repeatedly go line by line through the candidate's own resume and projects. Non-engineering tracks (technical solution consulting) add a spoken-English assessment and a group discussion in place of some coding.
These 11 writeups cover software engineering, intern new grad, quality assurance and other roles, India campus heavy. All of them were posted under a forum handle, so we could not verify the authors’ identities.
1Online test (4 parts)Online assessmentA four-part proctored test: twenty aptitude items, roughly two dozen CS-fundamentals MCQs weighted toward OS, networks, Linux, IoT and cloud, a language-specific MCQ block where the candidate pre-commits to either C/C++ or Java/Python, and finally two harder coding problems in whichever language track was chosen. Around 105 of 719 who sat the test went through to interviews.Covered: Aptitude, Operating systems, Networking, OOP, Data structures & algorithms
2Technical interviewTechnicalRoughly eighty minutes over a shared whiteboard plus an online compiler with screen sharing. Started with self-introduction and project walkthrough, then exception handling in the candidate's preferred language, string manipulation without library helpers, predicting output of arithmetic and formatting expressions, C++ multiple-inheritance constructor ordering, and two grid/array problems.Covered: Arrays & strings, OOP, Past projects, Debugging
3Managerial interviewHiring managerAbout thirty-five minutes, almost entirely conversational: schooling, why this college, campus culture, family background, languages spoken and what appealed about HPE. The candidate got no technical questions here but reports peers being asked OOP, OS, networks and DSA in the same slot.Covered: Behavioral, Past projects
4HRBehavioralA short closing round on projects and the candidate's role in them, family and background, openness to relocation for the internship and the full-time role, and why HPE.Covered: Behavioral, Past projects
1Communication assessmentOnline assessmentAn English assessment scoring grammar, pronunciation and fluency before any technical screening.Covered: Communication
2Technical assessmentOnline assessmentA broad technical screen spanning shell scripting, cloud, computer networks, operating systems and general C++/Java knowledge.Covered: Operating systems, Networking, Scripting
3Group discussionGroup exerciseA moderated group discussion on an assigned topic, judged on clarity of argument and how the candidate works with the group rather than on technical depth.Covered: Communication
4Technical interview (in person)TechnicalAn in-person deep dive on core CS subjects plus questions about emerging technology areas the candidate claimed awareness of.Covered: Operating systems, Networking, Domain knowledge
5HR interviewBehavioralStandard closing conversation about the candidate and what they know about HPE's business and values.Covered: Behavioral
1Resume shortlistingPhone screenA hard academic gate applied before anything else: minimum school percentages and a high undergraduate CGPA, restricted to CSE and ECE branches.Covered: Resume deep-dive
2Online testOnline assessmentA three-hour HackerRank test with two coding problems (one greedy/heap-style, one graph traversal with cycles) and a wide MCQ set covering aptitude, DSA, OS, networking, cloud, AI/ML, distributed systems, DevOps, databases and C/C++.Covered: Aptitude, Graphs, Operating systems, Networking, DBMS
3Technical interviewTechnicalSeventy-five minutes on video with proctoring-style checks, then several linked-list and array problems written out longhand, a CPU round-robin scheduling exercise, and SQL work covering aggregate queries plus normalization of a supplied table.Covered: Data structures & algorithms, Dynamic programming, Operating systems, SQL, DBMS
4Managerial interviewHiring managerHalf an hour where the candidate demoed a live running project, then answered database theory (triggers, procedures, DDL vs DML) and OOP questions on inheritance, polymorphism and overloading versus overriding.Covered: Past projects, SQL, OOP
5HRBehavioralA ten-minute wrap-up covering compensation, relocation, family background and feedback on the process.Covered: Behavioral
1Online coding testOnline assessmentA sixty-minute Mettl test combining forty MCQs across DSA, OOP, DBMS and SQL with a single coding problem (a stock buy/sell maximum-profit variant).Covered: Data structures & algorithms, OOP, DBMS, SQL
2Technical interviewTechnicalAn hour-long video call built around one array-manipulation coding problem plus discussion of networking and operating-system fundamentals.Covered: Data structures & algorithms, Networking, Operating systems
3Manager + HRHiring managerA forty-five minute combined round run by a senior manager: self-assessment and motivation questions interleaved with OOP theory and a walkthrough of the candidate's team project.Covered: Behavioral, OOP, Past projects
1Online testOnline assessmentSeventy-five minutes split into aptitude, CS-fundamentals MCQs on scheduling, routers and protocols, and a language-specific OOP block where the candidate pre-selects C++ or Java. No coding problems were set that year. 45 of 300 advanced.Covered: Aptitude, Operating systems, Networking, OOP
2Technical interviewTechnicalA two-panelist interview running 45-60 minutes: favourite subject and why, an exhaustive interrogation of the candidate's internship work including alternative designs and debugging approach, a weighing-balance puzzle with varied constraints, then memory/paging/semaphore theory, TCP-IP and OSI data flow, and finally writing a sorting routine and a bit-counting routine.Covered: Past projects, Puzzles, Operating systems, Networking, Data structures & algorithms
3Managerial interviewHiring managerThirty minutes that included two five-minute uninterrupted monologues, one on operating systems and one on the OSI layers, used to judge fluency and structure of thought, plus struct-versus-union memory layout and questions about the pre-placement talk.Covered: Behavioral, Past projects, Operating systems, Networking
4HRBehavioralA short friendly round on family background, proudest achievements, prior interview outcomes and why an ECE student was targeting software roles.Covered: Behavioral, STAR stories
1Online testOnline assessmentA hundred-minute test: twenty aptitude questions, thirty harder technical questions spanning networking, OS, web basics, big data and computer architecture, and an optional coding section where candidates had to pick which problems to attempt before reading them. 91 of 350 advanced.Covered: Aptitude, Networking, Operating systems, Web development
2Technical interviewTechnicalAbout seventy minutes with no introduction or project discussion at all. The first half was C language semantics (static variables, void pointers) and linked-list coding including cycle detection in a shared editor. The second half was applied OS and networking: deadlock conditions and prevention, mutex versus semaphore, OSI layers, how a home router picks a route, NICs and switches.Covered: Data structures & algorithms, Trees, Operating systems, Networking, Concurrency
3Managerial interviewHiring managerFor the Aruba track this ran closer to a second technical: DNS and the full what-happens-when-you-type-a-URL walkthrough, then roughly fifteen minutes probing depth of Linux experience, plus a question on further-study plans.Covered: Networking, Operating systems, Behavioral
4HRBehavioralA brief ten-minute round on the candidate's background and how much they knew about HPE.Covered: Behavioral
1Online testOnline assessmentA HirePro test with aptitude, verbal, C output and DS/algorithms MCQs plus two easy-to-medium coding problems, one a sieve-of-Eratosthenes variant. 19 of 100 advanced.Covered: Aptitude, Operating systems, Trees, Data structures & algorithms
2Technical interviewTechnicalForty-five minutes: project workflow, a challenge on why an electrical-engineering student wanted a software job, then writing a full linked-list sort in an online editor (solved with merge sort), followed by pointer and polymorphism theory. 7 of 19 advanced.Covered: Past projects, Data structures & algorithms, OOP
3HRBehavioralA thirty-minute mostly-formality round on the resume, with a couple of dropped-in technical questions the candidate simply declined to guess at, then an extended candidate-questions segment about work culture and mentorship. Three interns were selected.Covered: Behavioral, Resume deep-dive
1Online examOnline assessmentThirty MCQs on aptitude, logical reasoning, verbal and chart reading under roughly a minute each, then about thirty-five minutes of array and matrix coding, on HirePro with camera and mic proctoring. Around 40 of 350 advanced.Covered: Aptitude, Arrays & strings
2Technical interviewPanelAn on-campus two-person panel that walked the entire resume, pressing on how data structures were chosen for the candidate's ML project, Python memory management and namespaces, and prior internship and hackathon work. The candidate was then told to pick one of networking, OS or Linux and talk on it for ten minutes. No coding was asked of this candidate although peers were asked to write binary search or an ML algorithm.Covered: Resume deep-dive, Past projects, Data structures & algorithms, Networking, Operating systems
3Additional cybersecurity interviewTechnicalManagerial and HR rounds were dropped that day for time. Around ten were selected as developer interns and five, including this candidate, were waitlisted and given an extra interview for a cybersecurity internship track instead.Covered: Domain knowledge
1Aptitude and codingOnline assessmentA HirePro online test with aptitude and technical MCQs plus three coding problems graded on a difficulty-weighted scale. The candidate cleared with two of three solved.Covered: Aptitude, Data structures & algorithms
2Technical interview (in person)TechnicalHeld on campus after a pre-placement talk. After introductions and a detailed project discussion the interviewer worked through Java OOP theory: overloading versus overriding, early and late binding, encapsulation, abstract classes versus interfaces and annotation semantics.Covered: OOP, Past projects
3Managerial interviewHiring managerFocused on the candidate's database project: enumerating the schema and writing retrieval queries live, followed by a conversation about which emerging technologies the candidate wanted to explore.Covered: DBMS, SQL, Past projects, Domain knowledge
4HRBehavioralShort round on hobbies, willingness to relocate and motivation for joining HPE.Covered: Behavioral
1Online testOnline assessmentSeventy-five minutes of aptitude, general technical MCQs and a language-specific OOP block where C++ leaned on pointers and Java on OOP semantics. 30 of 350 advanced.Covered: Aptitude, OOP, Operating systems
2Technical interviewTechnicalAn hour focused on depth in one chosen language and its internals, the technologies the candidate worked in, an exhaustive project discussion and a few data-structure programs.Covered: Data structures & algorithms, OOP, Past projects
3Technical + managerialHiring managerAn hour blending personal and psychological questions (family, sport, who the candidate admires) with writing and line-by-line explanation of a small Java program and sorting algorithms, then hypothetical team-friction scenarios and questions about project management problems faced.Covered: Behavioral, Conflict handling, Data structures & algorithms
4HRBehavioralDifferentiation questions, extracurriculars from the resume, more team-conflict scenarios, higher-study plans and location constraints.Covered: Behavioral, Conflict handling
1Online testOnline assessmentA three-hour screening test taken as a student in Jaipur. Content spanned quantitative and probability aptitude, data-interpretation charts, English grammar and vocabulary, algorithm analysis and complexity, process forking and disk scheduling, routing protocols, containerisation and AI/ML concepts, plus at least one tree-based coding problem.Covered: Aptitude, Data structures & algorithms, Operating systems, Networking, DBMS
What Hewlett Packard Enterprise is hiring for now
7 open roles in our index.
Most-posted roles
Technology Consultant II1
Customer Success Intern1
Engineer -VMware and Storage1
• Senior Cloud Operations Suite Partner Presales Architect1
What is the interview process like at Hewlett Packard Enterprise?
HPE's hiring, as documented publicly, is overwhelmingly an India campus funnel: a long proctored online test (HirePro, Mettl or HackerRank) mixing aptitude, CS-fundamentals MCQs and one to three coding problems, then a deep technical interview, then a managerial round that is half behavioural and half technical, then a short HR round on relocation, family background and motivation. Compared with other large tech employers the loop leans much harder on operating systems, computer networks and Linux than on competitive DSA, and interviewers repeatedly go line by line through the candidate's own resume and projects. Non-engineering tracks (technical solution consulting) add a spoken-English assessment and a group discussion in place of some coding.
What topics does Hewlett Packard Enterprise test in interviews?
Commonly reported topics include Aptitude, Data structures & algorithms, Operating systems, Networking, OOP, DBMS.
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.
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