Duracell Interview Questions
& Process

The interview process with Duracell involved two stages, mainly conversational interviews. There were no technical tests or business cases, so it was all verbal. The pace was a bit slow, with significant gaps between stages, which made it uncertain what would happen next.

The interview process was pretty standard. I first spoke with the senior manager who is the hiring manager for the role. Then, there were two main interview stages: a phone interview with the senior manager and then a full day in-person interview. I really liked the team members and felt it could be a long-term place, but the pay and vacation time didn't align with industry standards for a lead role with my experience. They also wanted a long-term commitment, including relocation, but weren't offering much in return. The first interview was a direct call with the hiring manager, covering a mix of technical, situational, and general interest in the role and company. The second was an extended in-person session, about 6-7 hours total. It included a one-on-one with a teammate to discuss roles and responsibilities in a relaxed setting, a panel interview with three technical managers that was very in-depth and resume-based, a one-on-one with the Sr. VP of Engineering focusing on technical, situational, and learning aspects, a facility tour, lunch, a casual panel discussion about expectations and their experiences, and a final chat with the main hiring manager to check my interest. I had a great experience with the manager and team, but ultimately declined the offer due to compensation and benefits not meeting industry standards.

The interview process itself was fine and I had high hopes for the company, as they made a point to inform me on how much the company cares for their employees. I find the lack of communication incredibly off-putting, however, as I never received any communication as to the status of the hiring process, even after reaching out to multiple people that I interacted with. I find it incredibly difficult to believe a company that doesn't respect my unpaid time spent showing interest in working for them can show all that much respect for employees whom they pay for their time.

The interview process felt unnecessarily long and time-consuming. Initially, Duracell used an external provider for recruiting before engaging directly with candidates. I had four interviews with this external provider, which seemed like preparation sessions offering basic tips or feedback. For someone experienced, this felt somewhat useless. I then interviewed with a Team Lead and an HR Hiring Manager. Both discussions went well, and I felt I answered all questions effectively. The recruiting provider consistently gave positive feedback. The company's internal team seemed a bit disorganized regarding their procedures and departments, as they couldn't provide many details when I asked specific questions. They mentioned a final decision on candidates for the last step would be made by the end of November, but I heard nothing. After multiple follow-up emails, I was informed that 'a candidate with more experience was selected.' I have over five years of experience in this field. My impression is that this approach is a cost-saving tactic, possibly paying a consultant less than market rate for a role that aligns with European salary standards. It was a disappointing experience.