I met with the talent acquisition person first. Then I met with 5 people on 5 separate days over the course of two weeks. The scheduling was easy if a little cumbersome as it was spread out. The main decision maker seemed to have answers already in mind and was not open to anything other than what they wanted to hear. There was no final follow-up, I was ghosted.
Interview questions [1]
Question 1
Where do you see yourself in this role in 5 years?
I applied through an employee referral. The process took 5 weeks. I interviewed at HP Inc. (San Jose, CA) in Mar 2025
Interview
Phone screen with recruiter: Overview of role, your background, and basic logistics.
Technical/skills assessment: Live case‑study exercise, with a supportive environment to talk through my thinking.
Behavioral panel: Questions about past projects, teamwork, and problem‑solving, using the STAR method.
Final cultural‑fit chat: Casual conversation with a senior leader about company values and long‑term goals.
Interview questions [1]
Question 1
They asked me to walk through a challenging project I’d led—from the initial requirements all the way through delivery—detailing the obstacles I ran into, the specific steps I took to overcome them, and the measurable impact of my work, in addition to similar questions related to STAR method.
I applied online. The process took 3 months. I interviewed at HP Inc. in Jun 2024
Interview
Initially contacted for an interview. Recruiter had several questions about can I come into office 2-3 days per week (yes), am I open to relocation (yes), etc. After responding to all questions, recruiter completely ghosts me and a couple weeks later I get a generic message that I'm no longer under consideration for the role. How do you expect to attract quality employees if this is how you treat people during the interview process.
Interview questions [1]
Question 1
Can you work hybrid, 2-3 days per week in the local office?