Indorama Ventures Interview Questions
& Process

The interview process was quite serious, consisting of 3 main stages. You'd interact with different people in the company: HR locally, your potential Supervisor, the Head of Segment, and HR BA. The discussions were in-depth but also open-ended. Some of the topics discussed weren't crystal clear.

First, there was a short 15-minute interview to get to know the candidate better with standard questions, like: your major, why you applied… Then there was a technical test, which involved making a video presentation about a report and finally the final interview which was about the report.

The process was long, with several stages. First, there were screening tests, including logic, English, and behavioral profile tests. Then, the initial contact with recruiters was via WhatsApp, where they asked for some information via text and requested an audio recording in English about my background. The next phase was an online interview with HR, heavily focused on examples of projects I developed in previous internships, especially related to innovation, sustainability, and soft skills development. At the end of this interview, I was told I would advance to the next stage: an in-person group dynamic. This dynamic lasted about 3 hours and included a brief personal presentation, focusing on aspects beyond the resume, followed by solving a fictional group case study and a final group presentation. About a week later, I received positive feedback for the final stage: a panel with managers. In this last phase, I was asked to prepare a brief personal presentation with slides. Afterward, there was a group dynamic with several mini logic challenges, evaluated by Indorama directors + HR. This stage also lasted about 3 hours. I felt this was the most difficult stage, and it's where I was eliminated. Although it was fun due to the types of challenges, the groups were formed by the HR team, so I noticed some candidates with opposite or very different profiles were put together, making communication and resolution difficult, but I understand this was also part of their evaluation of how you behave in group activities. After this, I waited a little over a week to receive interview feedback via video call, with a negative outcome. They explained that my main area for improvement was being too reserved and not taking a leadership role, which is something they value highly.

I had a 20 min phone screening with the recruiter, then a 1 hour interview with the hiring manager. The hiring manager didn't think I was a competitive candidate toward the end. It really turned me off because he promised me feedback from the recruiter, but they ghosted me. That's pretty typical these days, but it felt disrespectful to say the recruiter would follow up and then never hear back.