Danone Interview Questions
& Process

The interview process at Danone usually starts with submitting an online application. After that, there's typically a brief recruiter phone or video call to chat about your background, why you're interested, and if you generally fit the role. If you pass that, you'll likely have one or two more interviews with the hiring manager and/or team. These interviews focus on behavioral questions (often using the STAR method), your specific skills for the job, and how you'd handle different situations. For certain roles, especially graduate programs or jobs needing analytical skills, you might have to do a case study, give a presentation, or attend an assessment center with group activities. The last step usually involves an interview with a more senior person or a panel to see how you'd fit with the company culture and your potential long-term. If all goes well, you'll get an offer and can talk about the start date and salary.

I went through 2 out of 3 rounds for this Manager role. The first round, which lasted 2 hours total, involved a 1-hour case study and a 1-hour interview with the team I'd be working with. The second round was an interview with the hiring manager. I didn't make it to the third round. I didn't hear back for 3 weeks until I reached out to HR. It turns out they weren't hiring anymore because the person in the role took back their resignation. This whole process was a waste of my time. They should figure out if they really need to hire someone and try to keep their current employee happy before posting job ads and making others go through this. Very unprofessional.

I applied for the Senior Brand Manager position at Danone UK and want to provide feedback. After applying, I did an online assessment, then had a good screening call with HR. Next, I had a Danone Behaviours Interview where I got questions and success indicators beforehand. I prepped and got to the final stage, a Functional Interview. For this, I had a business case to prep in 48 hours with assessment indicators. I spent a lot of time after work preparing my presentation. However, the interview itself wasn't great. One of the interviewers didn't show up without any notice or apology, and someone else who wasn't supposed to be there was brought in last minute. When I asked, they just said they were 'sorting it out,' which made it seem unfair. Even with the confusion, I gave my presentation. Later, I saw on LinkedIn that the absent interviewer was busy with other things during our scheduled time. A few days later, HR told me my presentation wasn't 'impactful enough,' which wasn't even a listed criterion. It felt like the decision was already made, making my effort feel wasted. As someone who values transparency, this was really disappointing and didn't align with Danone's values. Candidate experience is important! It affects how people see your brand. I hope this feedback helps improve things.

The interview kicked off with the recruitment team, who welcomed me warmly and outlined the process. In this initial phase, they asked about my professional background, my education, and my reasons for wanting to join the company. They also wanted to gauge my skills, how I collaborate in a team, and my approach to challenging situations. It was a lively chat, letting me showcase my abilities and my interest in the field. Next, I had a second interview with the regional manager for my province. This conversation was more tailored, focusing on the specific role and the local team's needs. They inquired about how I could add value to the area, what tactics I'd use to hit targets, and how I'd adjust to the unique aspects of the provincial market. It was a relaxed discussion, and I also got to ask my questions and learn more about the work culture at Danone. Overall, it was a great experience: I found the process well-organized, transparent, and geared towards understanding both my professional capabilities and my fit with the company's values.