Interview Process

Shortlisted candidates face a rigorous interview process. This stage forms the core of hiring, where both the company and candidate actively engage.

Typically, interviews span several rounds and formats. These range from phone and video calls to in-person or virtual panel sessions.

Depending on the role, candidates may complete technical tests, deliver presentations, or do both. The goal is to gather clear evidence of each candidate’s skills, experience, and cultural fit. This evidence helps inform the final hiring decision.

Planning the Interview Process

Before an interview process begin, recruiters coordinate schedules and formats. Often, top firms start with a technical screen or case interview led by a subject matter expert. For example, engineers might take a coding test via video, while designers may present a portfolio.

Next, recruiters assemble an interview panel. Each interviewer focuses on a specific area. For instance, Google assesses cognitive ability, another evaluates coding skills, a third checks for cultural fit (“Googleyness”), and a fourth reviews role-specific knowledge.

To help candidates prepare, recruiters usually send an interview agenda in advance. This outlines what to expect and who they’ll meet.

Structured Interviews

Many leading companies use structured interviews. They ask every candidate the same set of questions tailored to key competencies. Interviewers then score responses using predefined rubrics.

Google pioneered this interview process. They replaced brainteasers with behavioural and hypothetical questions tied to real job scenarios. Interviewers take detailed notes and rate answers on standardized criteria—such as problem-solving or communication skills.

This method improves consistency and predicts job performance better than informal chats. Moreover, it enhances the candidate experience. Even rejected candidates at Google rated the structured process ~35% higher in satisfaction.

Other companies have followed suit. Meta and Microsoft emphasize structured behavioural interviews. Microsoft trains interviewers to stick to planned questions and avoid ad-hoc ones that may introduce bias.

Behavioural and Situational Questions

Behavioural interviews ask candidates to share examples from past experiences. These often begin with “Tell me about a time when…”

Amazon relies heavily on this format. Their questions align with Leadership Principles. For example, “Tell me about a time you took a big risk and it failed. How did you handle it?” This assesses ownership and learning.

Interviewers listen for specific details and use the STAR method (Situation, Task, Action, Result). If answers are vague, they probe deeper.

Elon Musk favours asking candidates to describe the hardest problem they’ve solved. He believes those who truly solved it know every detail.

Research supports this approach. Detailed stories help identify genuine experience and weed out exaggeration. Many companies now use this tactic.

Situational interviews present hypothetical scenarios. For instance, Google might ask, “What would you do if your project is six weeks behind schedule one month before launch?” This reveals how candidates approach real challenges.

Technical Assessments

Technical roles require in-depth evaluations. Candidates may complete coding interviews, whiteboard problems, or technical exercises.

Companies like Google, Meta, Apple, and Microsoft include live coding sessions or take-home assignments. Apple is known for intense engineering interviews with multiple back-to-back sessions.

Design and product roles often involve portfolio reviews or design exercises. Uber revamped its hiring by linking interview questions to key traits like adaptability or strategic thinking. They even use role-play exercises to test these traits. As a result, they saw improved hiring outcomes.

Panel and Loop Interviews

Candidates usually meet multiple interviewers, either in sequence or as a group. Amazon calls this the “loop.”

A candidate may face 4 to 6 interviews, mostly one-on-one. Amazon includes a Bar Raiser—an independent employee trained to uphold hiring standards. The Bar Raiser can veto hires, even against the hiring manager’s wishes.

This ensures Amazon hires for long-term quality, not speed. The Bar Raiser program helps avoid bias and maintains high standards.

Other companies also use independent interviewers. Beamery, for example, includes cross-functional interviewers in final panels. Google uses hiring committees later but ensures interviewers remain independent during interviews. They don’t share feedback until all interviews are complete and often include someone from another team.

Cultural and Values Evaluation

Interviews also assess cultural fit and alignment with company values. Meta includes a “motivational fit” interview to gauge belief in its mission and adaptability.

Microsoft asks questions tied to its leadership principles. For example, “Describe a time you worked in a diverse team and what you learned,” which assesses respect and collaboration.

Soft skills like communication, teamwork, and adaptability are evaluated throughout the day. Apple values passion and collaboration. Interviewers look for genuine excitement about Apple’s products and the ability to work cross-functionally.