Amgen Director interviews, decoded.

Spent the day in San Francisco at the Fremont site touring and meeting people. Flew to Thousand Oaks and spent the next day interviewing with six people including the CEO, a VP for HR, one Director and three Executive Directors (all one-on-one). Considering leaving the Navy to work for AMGEN; I expect an offer once/if I tell them I am interested.

First, I was screened by a search firm which involved a deep dive into my capabilities. Then, I had an interview with Amgen which included a mid-level recruiter and a Director from another business unit. They followed a very rigid, formulaic approach, sticking to a list of behavioral questions and not deviating. It felt very mechanical, and they missed chances to understand my motivators, passions, and talents. The process didn't really probe leadership capabilities effectively. It was mostly professional, but definitely incompetent.

It was a pretty interesting and manageable process. I spoke with 4 people in total. The questions were easy to handle and open-ended. I didn't agree with the word limit on the questions, as it felt voluntary and I shouldn't feel forced to write more than necessary. It was frustrating and felt like I was being pushed to make things up, which I'm sure wasn't the intention but that's how it came across. hfhgfs asok aswoqw we kaj fff w w w qppirpew bbbshhja bfghgf fhhe pqpqp dgev p[[w fffgw 1 wee wee err w w qqq r rr r fff eee nBHJAB HEWHQ [P[E BSBJ DDD HIH IWEI OWPO JASJDGJ HYEIYI JOEOJ QPPOP NDBA HDI UHIUQ