Cardinal Health Interview Questions
& Process

I had 4 total interviews with Cardinal Health. I also had internal recommendations from more than one employee. However, despite good interviews that seemed to go well, I did not receive any response for weeks. That is, until I emailed the recruiter. Why is it so difficult to simply send an email that says, "thanks, but no thanks"? How hard is it to have a form email ready to go? This is particularly bizarre when one considers that an internal reference was made. Instead of donating to the food pantry, how about treating applicants with basic courtesy and respect?

The interview process consisted of three rounds: two virtual rounds followed by a third round at the office. All three were technical. However, the third round did not feel relevant. Although the interviewer asked some technical questions, she focused more on my current package and notice period. She repeatedly expressed concern that if an offer was made, I might use it to negotiate elsewhere and not join. I had already informed the HR before every round that my notice period is 60 days, and HR had agreed to this. Despite that, in the third round the Project Manager rejected my profile based on the notice period.

The process started with a recruiter call, then the hiring manager, followed by a panel of my future colleagues. After that, the hiring manager wanted to chat again. Once they decided I was their top candidate, the hiring manager requested one last conversation. The whole thing took about 8 weeks. It felt like they might have been waiting on another candidate who applied late.

I interviewed for a junior-level job focused on cloud tech, DevOps, and programming. The interview wasn't quite what the job description led me to expect. There were two interviewers. One had trouble explaining things clearly, making it hard to have a good talk. The other interviewer only asked about core Java, ignoring the DevOps, Linux, and cloud parts that were supposed to be important for the role. It felt like the interview didn't match the actual job. This mismatch was confusing and a bit of a downer. My advice to the team: Make sure the interviews really line up with the job descriptions. It would also be better if the interviewers were good at communicating and could have a real conversation, which would make the company look better.