KONE Interview Questions
& Process

The interview process started with an HR screening, followed by a hiring manager interview. Since they went with an inside referral for the initial role, they asked if I was interested in another position, which I accepted. This led to another hiring manager interview, this time with the Finland team, who were nice. However, the local HR wasn't very professional, from the initial telescreening to the final ghosting.

So, the interview began with a quick screening, then there was a technical interview. The technical part really dug into electronics basics, like circuit diagrams, the symbols for components, and how they work. They threw in some problem-solving questions too, to see if I could apply the knowledge. It was pretty structured, aiming to check both my tech skills and how I communicate.

I was contacted by a recruiter about a job opening and decided to apply. My interview with the hiring manager went okay - typical questions about my resume and how I work. Then the recruiter told me to start on a specific date, which we agreed on, and mentioned that the HR lead would contact me next. Since this was basically confirming the offer, I told the recruiter I was going to turn down another internship offer to accept this position. However, I still hadn't heard from the HR lead after some time, and the recruiter then said the role was no longer available. Later, she contacted me again about the same position, asked for my availability, and said she'd check with the team. After that, I heard nothing more and was ghosted, even though she originally urged me to take the role when I was hesitant. In summary, the whole process felt disorganized and like a waste of time. The recruiter's messages and actions were also unprofessional – she would often send a lot of messages and sometimes even called if I didn't reply within just 10 minutes.

It was an easy and simple interview, and the technical round was basic. Nice experience overall. As a fresher, I cleared the interview successfully. The process involved a panel interview with multiple interviewers from different parts of the organization, who asked a mix of technical and behavioral questions. For roles needing high technical expertise, there was an in-depth technical interview which might include live problem-solving, coding challenges, or case studies. Lastly, there was a final interview with executives/leadership, focusing on cultural fit, leadership qualities, and alignment with company values.