Con Edison Interview Questions
& Process

The interviews were done by a panel of two people who were the same both times. It was weird because I never talked to HR or recruiting. The interviews were by the hiring manager and the person leaving the job. They were professional and just asked prepared questions that weren't really specific to me, more like standard questions for everyone. They took turns asking questions. My resume wasn't discussed much, I had to steer the conversation that way sometimes. The first interview was mostly about job stuff, and the second was all behavioral. I'm not used to behavioral questions and think that's why I didn't do well. I don't remember most of them, but one was "Give me an example where you exercised good judgement" without any context. This one really stumped me because we use good judgement all the time for everyday things. I tried to connect it to my IT experience but I guess I failed overall. Other questions were about challenges, issues, and difficult clients. I don't think spending an hour on "what if" scenarios is the best way to interview, but I saw reviews saying that's how ConEd does it.

So I applied on June 13th, 2025, and heard back about a month later for the first interview on July 15th, 2025. They told me about it on a weekend, just three days before. The first interview was supposed to be a call but ended up being on MS Teams with the hiring manager. It was mostly behavioral questions, like why I want to work there and what I know about the company. Apparently, it went well because they went from 13 people down to 3 for the next round. The second interview was on July 22nd, 2025, just one day after they told me about it. This one was in person at their facility in the Bronx with the hiring manager and their boss. They asked again about why Con Edison and my work history, plus more behavioral stuff. I asked about the role, and they said it's more about talking to clients about conversion options. They also asked about roadblocks, what success looks like in 6-12 months, and how mentorship and training work. I mentioned I like to put in extra time to get up to speed, but they don't expect that from the team. I thought the last interview went great, they even laughed and said I'd definitely get a call. But then two days later, I got an automated email saying I wasn't moving forward. I emailed the hiring managers to thank them and ask for feedback, but never heard back, which is a bit annoying since they mentioned a call.

I interviewed for a Shift Supervisor role at Con Edison, and it was a really frustrating and disappointing experience. The whole technical interview process felt disorganized and didn't seem to value my experience. Some of the technical questions were unclear or repeated, like asking about chemicals used in operations and then separately about boiler performance. These are linked because chemicals affect boiler performance. Instead of testing how I'd manage these interactions, I got disconnected questions that didn't assess real-world problem-solving. They also asked a leadership question that seemed out of place for evaluating technical skills. Leadership is important, but it shouldn't outweigh hands-on experience. The process felt subjective, not a fair skill assessment. A structured technical test would be better than this interview. A hiring agency worked hard to get me this interview, but it was clear Con Edison mainly wants to hire internally. I felt like I was just there to meet an 'outside interview' quota, wasting my time. I had the maritime experience they wanted, but it didn't seem to matter. If they weren't serious about external candidates, they should have said so instead of dragging me through a process with no real chance. To make it worse, I got no help on getting a New York Boiler License, even though it's required. I was promised follow-up info on the license, but it never came. If the license is key, Con Edison needs a better way for mariners and others to get it. They should give clear guidance or a structured path, not leave people to figure it out alone. It felt like a box-checking exercise, not a real opportunity. Con Edison needs to improve its interview structure, give proper guidance on licensing, and be honest about hiring priorities if they want to attract and assess external candidates fairly.

The interview process had 3 rounds. First was the recruiter chat. Second was a technical interview with the hiring manager and a team member. Third was a behavioral interview with the hiring manager and a manager from another team. The second and third rounds had set questions asked by interviewers. It took a few weeks to get an offer, and when I tried to negotiate salary, the compensation department wouldn't budge, so I declined because it didn't match market rates. Overall, the hiring process was good, and the hiring manager and recruiter were easy to communicate with. However, Con Ed's strict internal negotiation and compensation policies will limit their talent pool in the competitive tech market.