Dana-Farber Cancer Institute Project Manager Interview Questions
& Process

The interview process was quite lengthy and increasingly frustrating. The first round was a standard HR screening call, followed by a second interview with the hiring manager (the supervisor) and a third with the PI overseeing the department. After those rounds, I was asked to provide seven total references, including two past supervisors and my current supervisor. I politely declined to include my current supervisor since no offer had been extended (something most employers understand and respect) and instead provided three past supervisors and a current colleague. In response, the company scheduled a fourth round of interviews with both the hiring manager and the PI, where the discussion focused on questioning why I wouldn’t provide my current supervisor’s contact. During that conversation, they also admitted all 6 of my references gave glowing reviews and that they were also still considering two other candidates. At that point, I lost interest in the role. The process felt overly rigid and invasive, especially considering I had already provided six strong references. Requesting seven references and insisting on contacting a current supervisor before an offer is made is not standard practice and can be harmful to a candidate’s current employment situation. Being unwilling to provide your current employer’s contact prior to an offer is not a sign of poor relationships—it’s a matter of professional discretion and self-preservation. Every department is difference, but I would strongly advise future candidates to ask how far along they are in the process before sharing references, as this company’s approach was excessive and inconsiderate.

I was recruited and asked to interview with Dana Farber. It ended up being 4 interview rounds, going from intimate (hiring manager) to a larger group. The interviewers were friendly, but questions were difficult and due to 4 rounds got a little repetitive but was an overall positive experience

The hiring manager reached out to me directly via email, skipping HR. They spent a lot of time explaining the job description in detail, both over the phone and in person. The in-person interview was about an hour, a one-on-one chat about my skills and experience. They followed a set of questions and took notes.