Sr. Project Manager applicants have rated the interview process at Medtronic with 3.5 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 75% positive. To compare, the company-average is 64.3% positive. This is according to Glassdoor user ratings.
Candidates applying for Sr. Project Manager roles take an average of 14 days to get hired, when considering 8 user submitted interviews for this role. To compare, the hiring process at Medtronic overall takes an average of 34 days.
Common stages of the interview process at Medtronic as a Sr. Project Manager according to 8 Glassdoor interviews include:
One on one interview: 31%
Phone interview: 23%
Group panel interview: 15%
Drug test: 8%
Presentation: 8%
Background check: 8%
Skills test: 8%
Here are the most commonly searched roles for interview reports -
I applied online. I interviewed at Medtronic (Boulder, CO)
Interview
There were four interviews over two rounds. Each interview was between 45 minutes to an hour. The interviews ranged from technical questions to soft skill questions. I heard back quickly following the completion of the second round.
Interview questions [1]
Question 1
Tell me about a time where you presented a business case to upper management.
Guter Ablauf mit klaren Voraussetzungen und auch klaren Antworten und next steps. Deshalb war es umso frustrierender, danach überhaupt keine Antwort mehr zu bekommen. Wirklich beschämend und nicht OK, so kann man Kandidaten nicht behandeln.
Interview questions [1]
Question 1
Was wäre eine Situation die Dich aus deine Komfortzone bringen würde?
3 rounds, 5 interviews total. Recruiter, hiring manager, hiring manager plus two other peers. Standard interview questions and not much surprises. All of the interviews were on Microsoft teams and were under an hour.
Interview questions [1]
Question 1
Tell me about a time you faced unexpected difficulties in your role?
I applied online. I interviewed at Medtronic (Hyderābād)
Interview
Recently, I attended an interview for a senior-level position at Medtronic. While the first round was conducted with professionalism and maturity, the feedback from the second round left me puzzled.
The interviewer acknowledged my strong technical, organizational, and communication skills but rejected me based on two reasons:
I had extensive experience working in Agile projects but lacked exposure to traditional project management.
My financial skills were deemed not fully aligned with the role.
This raises an important concern. Does this mean a highly technical individual, proficient in numerous tools and programming languages, cannot adapt to new frameworks or learn financial nuances specific to the role?
It seems there was a lack of preparation and understanding from the interviewer’s side. To ensure a fair and effective hiring process, I urge Medtronic to train its interviewers to adhere to basic interview ethics, such as:
Thoroughly reviewing the candidate’s profile beforehand.
Clearly understanding the team and role they are hiring for.
Evaluating candidates comprehensively, beyond the limited scope of the job description.
In my case, the interviewer openly admitted to not fulfilling steps #1 and #2.
Disclaimer: This feedback is not motivated by my rejection in the second round. I have faced rejection multiple times throughout my career. However, this is only the second instance where I felt compelled to provide constructive feedback to the organization.