Boehringer Ingelheim Project Manager Interview Questions
& Process

At Boehringer Ingelheim, the interview process starts with an HR screening (resume and fit for the role). Then, there's an HR interview focusing on your motivations, values, and willingness to relocate. For key positions, a case study or assessment might be involved. Finally, after a collective decision, an offer is extended.

The interview process was extremely long, spanning about 3 months. It involved meeting multiple teams and completing technical challenges in each. I had an initial HR call, then a call with the manager in Argentina that included a tech challenge. Following that, I had interviews with three tech managers in the USA, also with a tech challenge. After that, I met with three tech team members in the USA for some technical questions. This part of the process went on for about two months. Then, it took another three weeks to receive a rejection, with feedback indicating they preferred an internal candidate, which they ultimately hired. They mentioned respecting candidates but poor feedback after such a long process felt disheartening, especially since they knew they were leaning towards an internal hire from the start. If this is the case, they should consider compensating candidates for their time or not conducting such an extensive interview process.

There were four in-person interviews across two different locations. While the initial invitation process was professional, the execution of the interviews was sometimes disorganized. Interviewers occasionally left the room during ongoing discussions due to parallel meetings or were distracted by other tasks like writing emails. In one instance, the HR representative did not show up and was replaced by a new trainee. During the final meeting with the department head, who seems to be the ultimate decision-maker, they didn't introduce themselves, nor was their introduction facilitated by the HR representative. The entire hiring process took about 9 months from application to the final interview. Only the actual hiring manager left a consistently positive impression. The interview structure was not at all appropriate for the position being filled.