FORVIA Interview Questions
& Process

First up is an online aptitude test that you get a link for via email. It's got quantitative aptitude, logical reasoning, and verbal ability. Make sure your internet is solid for this remote test. If you pass that, you'll get into the technical round, which was offline/pool campus style. They'll really dig into your core engineering stuff, final projects, and internships. Be ready to sketch things out or explain tech concepts on paper since it's face-to-face. The last part is the HR interview, done at the company's office, for those who ace the tech round. They're checking you out for personality, how you communicate, and if you'd fit in with the company culture. Expect to talk about your career plans, what you're good at, and if you're okay with moving.

The initial HR contact was fine, but the whole process ended up being a waste of time for anyone looking for a real job. The feedback was that they wanted a male candidate because the job supposedly requires 'physical strength'. It's really disappointing that a company promoting its Health & Safety awards would use gender and physical assumptions in 2026, ignoring my skills and experience. Basing criteria on 'strength' instead of skills or using equipment is a big step backward. Just a heads up for qualified women out there: your skills and experience might not matter as much as old-fashioned biases about who should do industrial maintenance jobs.

The interview was fluent, professional, very structured and not very complicated. It started with a CV review, followed by questions about personal motives and other typical things. They were very kind and respectful towards fresh graduate engineers. The people were cool, from HR to the technical team to the managers.

The hiring process started with an online application on the Forvia Faurecia Career Site. Then, there was a recruiter phone call. After that, I had a Teams interview with the Plant Controller, Dave Rasey, and the HR Director of Operations, Becca Buckner; a third person, whose identity was not revealed by the recruiter, was also present. The next step was an in-person interview with the Plant Controller, other department heads, and a short tour of the facility. This was followed by a temporary job offer. Then came the background check, drug screening, and other checks. Finally, a permanent job offer was extended, leading to the start date. I was not impressed with the interview process. The HR Director was 20 minutes late and only spoke with her for 15 minutes. The interview questions were negative and didn't highlight a candidate's natural attributes. There was no chance to ask my own questions at the end, and the interview, scheduled for an hour, only lasted thirty minutes. The controller talked about things he dislikes doing, which I found inappropriate. The HR Director's tardiness was very unprofessional. In the end, they chose someone with more experience, making this interview a waste of my time and Forvia's resources if that was their predetermined decision.