Danfoss Interview Questions
& Process

Great interview process. Started with recruiter over the phone. Then when moved to the factory I was given option of in house or virtual. Being close I chose virtual. 3 on 1 with the Plant Manager, HR and peer level employee all with my resume in hand. Each had a series of questions many about how I have handled various situations in the past, or give examples of unique solutions. They were engaging, relaxed, but it was fast paced. Often one would ask a question, but another would write a note in my answer. Be ready to think fast. And honestly, I had fun. Lasted 50 minutes for first interview, just waiting for a call for the second.

The interview process was pretty organized, HR was on time with scheduling and kept me in the loop. Some interviewers were really professional and asked smart questions directly related to the job. But, a bummer was that one interviewer hadn't even read my résumé, which felt unprepared and kinda rude. Another person kept bringing up my job changes instead of focusing on what I actually achieved, making my skills seem less impressive. The vibe felt super impersonal, like it was all about the numbers and not about me as a person. After a few rounds, I never got any real feedback or even a clear answer. My advice to management would be to actually read résumés before interviews, mix questions about performance with getting to know the person, and give feedback. Candidates should feel valued for who they are, not just as data points. Honestly, I wouldn't recommend taking a job here under these circumstances.

I had a video interview with the recruiter and hiring manager. The hiring manager was great, but the recruiter skipped the interview and only showed up at the very end to say they were busy and would follow up. They never did and then when I inquired, they said they were still in the middle of interviews. The website showed my rejection weeks later, but I never heard anything. The team and role sounded like a good fit, but their HR is broken and I'd tell others to avoid them because of their hiring process. Imagine leading a team with HR skipping interviews.

The application questions were really good, making you think and show you cared. I heard back quickly after applying, and the 20-minute interview was super effective. The interviewer focused on culture and leadership, not so much the technical HR stuff. They also gave me time to ask questions and promised a quick response. It felt like a really positive experience up to that point. Then, a few days later, I got a generic automated rejection email, which was pretty disappointing after the interview. It felt more fitting for a no-interview process. I reached out to my interviewer via inMail for feedback. A few days after that, her colleague called. She apologized for how it went down, explaining that they wanted to move fast with decisions and I should have been notified differently. She said they liked my profile but others were a closer match. I tried to get more specific feedback on what made other profiles stronger, but she seemed uncomfortable and couldn't give detailed feedback she didn't own. While I appreciate the effort, the follow-through wasn't up to Danfoss's usual standard. My interviewer did mention they're going through a transformation, so there's work to do. Hopefully, this feedback helps Danfoss leadership identify easy ways to improve the People function and its processes.