IT Interviewing in India vs. USA – What’s the Difference?

“It was the same role, same resume, same me. So why did the interviews feel so different?”

When Rajeev first started applying to jobs outside India—mainly in the U.S.—he expected the interviews to be familiar. After all, he had years of experience as a backend developer, had cleared several rounds at top Indian companies, and was confident in his DSA game.

But once he sat for a couple of interviews with U.S.-based startups, he started noticing something was… different.

The questions weren’t just about solving algorithms. They were about how he thought. About how he led, how he worked with others, how he handled ambiguity.

“It’s like they cared less about whether I knew the syntax,” he said, “and more about how I’d explain a problem to a non-tech stakeholder.”

And just like that, Rajeev realized: tech interviews aren’t just technical—they’re cultural too.

If you're preparing to cross geographies in your career, here’s what you need to know about how IT interviews in India and the USA differ, and how to prepare wisely.

1. Depth vs. Application: The Shift in What’s Being Tested

In most Indian interviews—especially with product companies—you’ll encounter a heavy focus on data structures and algorithms. It’s about speed, precision, and pattern recognition. Sites like LeetCode, HackerRank, and Codeforces dominate preparation culture.

But in the U.S., while DSA still matters (especially in early rounds), the spotlight gradually shifts toward application thinking—“How do you design a scalable API?” or “How would you handle system failure in a distributed environment?”

You’re not just solving. You’re explaining, architecting, deciding.

And unlike in India, where sometimes the interviewer jumps in to test your edge cases, in U.S. interviews you’re expected to ask yourself—what could go wrong? What assumptions am I making? What trade-offs exist?

2. The Conversation Itself: Formal vs. Flowing

Indian interviews tend to be structured and formal. You’ll often be asked:

“Can you write code for reversing a linked list?”
“Tell me what happens in a database join internally.”

You answer. You’re judged on correctness.

In the U.S., however, interviews often feel more like collaborative conversations. The tone is casual but sharp. You’ll be expected to think out loud, narrate your decision-making process, and treat the interviewer more like a team lead you’re brainstorming with.

Rajeev found this part tricky. “I was used to solving quietly, then explaining after. But here, they wanted to know how I was thinking every step of the way. It felt like pair programming.”

3. Self-Advocacy: A Cultural Learning Curve

One of the most noticeable differences? Talking about yourself.

In Indian interviews, humility is the norm. Candidates often underplay their contributions, or speak collectively—“We built this feature,” “The team decided.”

In the U.S., ownership matters. You’re expected to say:

“I led the refactor of our service layer.”
“I made the call to split the monolith.”
“Here’s how my change impacted page load time by 30%.”

It may feel awkward at first—but it’s not bragging. It’s context. Clarity. Confidence.

4. Behavioral Interviews: A Bigger Piece of the Puzzle

While Indian interviews may dedicate 10–15 minutes to soft skills or HR-style questions, U.S. interviews can have entire rounds dedicated to behavioral conversations. STAR (Situation, Task, Action, Result) is the format of choice.

You’ll be asked:

“Tell me about a time you failed.”
“How do you handle conflict on a team?”
“Describe a decision you made that wasn’t popular but was right.”

The goal here isn’t to test psychology—it’s to test emotional intelligence, adaptability, and maturity. Can you lead? Can you learn? Can you collaborate?

5. Negotiation Norms: Silence vs. Strategy

In India, offers are often extended with limited scope for negotiation—especially for junior or mid-level roles. Candidates typically accept the first number or ask for a minor hike.

In the U.S., negotiation is expected.
Companies plan their offers with negotiation in mind. You’re not “difficult” for asking about salary bands, stock options, or remote work flexibility—you’re professional.

Rajeev shared, “The first time I tried to negotiate with a U.S. recruiter, I almost apologized while doing it. But she smiled and said, ‘Of course. What were you expecting?’”

6. Process Flow: Quick vs. Considered

In India, interview processes often move fast—sometimes completing in a week, especially when driven by campus placement cycles or hiring surges.

In the U.S., the process can stretch across multiple weeks, with:

Initial HR screening
Technical phone interview
Take-home or live coding assessment
System design
Behavioral interviews
Final decision & negotiation

It’s less about speed. More about fit.

7. Diversity and Bias Awareness

While both countries are working toward inclusivity, U.S. interviews are more sensitive to DEI (Diversity, Equity & Inclusion) practices. You’re unlikely to be asked about marital status, family planning, or age. Interviewers are often trained to avoid bias-triggering questions.

In India, unfortunately, such questions can still surface in informal HR conversations—especially for women. But that’s slowly changing.

Final Reflection: Same Code, Different Conversation

At the end of the day, tech is universal—but the interview experience isn’t. It reflects culture, communication, and company maturity.

If you’re preparing to transition from India to a global or U.S.-based role, don’t just brush up your LeetCode.

Practice talking about your work.
Get comfortable with behavioral questions.
Reframe “I helped” into “I led.”
Think aloud. Pause. Ask. Collaborate.

The goal isn’t to mimic another culture—it’s to adapt with confidence. Because when your skills meet clarity and your thinking meets articulation, borders don’t stand a chance.

Mavya Arya

Thursday, May 29, 2025