ICON Interview Questions
& Process

The interview process was pretty fast. Started with a screening interview and then a main interview where I had to give a presentation using slides. They gave me the topic for the slides presentation beforehand. Lots of questions about management, specifically time and task management. They liked hearing about actual situations I'd been in. Overall, it felt like a friendly and good interview experience. Left with a good impression.

I spent a lot of time answering the recruiter's calls and emails for an FSP role at ICON in France. After a few back-and-forths and interviews, I heard nothing back. No feedback, no explanation, no follow-up. It's really disrespectful to candidates and gives ICON France a bad reputation. A company's culture is shown through its hiring process, and this one doesn't make me want to continue. Candidates, just be careful.

They started with a recruiter screening call, followed by a technical review. This technical part was handled by a panel consisting of one manager and two peer programmers. The questions were quite specific and practical, asking about variables used in SDTM/ADaM tables. I can't recall everything without time to look it up. It's wild that with current AI coding capabilities, they still expect manual typing like it's ancient history. Some jobs might disappear soon. Have fun.

I was contacted by a recruiter via LinkedIn. Initially, there was a brief 10-minute phone screen with that recruiter. Following that, a different recruiter called to arrange a HireVue interview. This HireVue was essentially a recorded video interview, similar to Zoom, using the HireVue platform, allowing pre-interview checks for audio and video. During this interview, I was asked common interview questions. I was also informed about the limited promotion prospects for the Clinical Study Specialist role at ICON FSP. When I inquired about employee development, the response suggested basic training like LinkedIn courses for specific skills (e.g., Excel) rather than advancement opportunities. The interviewer also mentioned that the second recruiter would be my point of contact for follow-ups and questions. The second recruiter then repeatedly, in two separate calls with the same questions, focused on my planned time off around the end of the year and how it aligned with ICON's prorated holiday schedule. This seemed to imply that any time off exceeding the prorated amount would be unpaid, and I'd need to work. They were also only able to provide the top end of the salary range. The overall process consists of an initial recruiter screen, a one-hour video interview with ICON, and then one or two 30-minute video interviews with the client sponsoring the role.