LEO Pharma Interview Questions
& Process

Didn't have direct contact with the company, but went through a headhunter. After a first phone interview with the recruiter, sent documents (CV, personality test) to the lab. Had a 1st video interview with the MSL coordinator, then a second in-person interview (La Défense) for a practical exercise/role-play. Finally, a 3rd video interview with the medical director.

Entrevista com a gerência direta e com colegas de outras áreas com as quais eu trabalharia de perto. Eles fizeram perguntas sobre as atividades do cargo e minhas habilidades de relacionamento com a equipe. Foi tudo bem natural e tranquilo, sem perguntas rígidas. Todos foram muito claros e alinharam minhas expectativas sobre o clima organizacional e da empresa.

I interviewed at LEO Pharma for a Quality Assurance position, and overall the process was smooth but quite time-intensive. The first step was a 15-minute HR screening call, which covered standard questions about my background and experience. About a week later, I was scheduled for three separate one-on-one video interviews with different team members. Each interview lasted approximately 45 minutes and were spaced 1–2 hours apart throughout the same day, making it a full-day commitment. Everyone I spoke with was warm, professional, and clearly knowledgeable. The process moved fairly quickly after the initial screening. I heard back within a week for the next steps. The structure of one-on-one interviews allows each interviewer to form their own impression, which I appreciate in theory. The format was very time-consuming for a candidate, especially with three interviews in one day. There was quite a bit of overlap in questions, since each interviewer prepares their own. After such a time commitment, it was disappointing to receive only a standard rejection email with no personalized feedback. While the team was great and the process was organized, I would have appreciated a more consolidated interview format or clearer differentiation in questioning. Constructive feedback would also have gone a long way after several rounds of interviews.

So I had an interview with two people. One of them was a woman and she was acting super weird and unprofessional, like she didn't even react to anything I said. It was strange. And like, a lot of the questions, like 70% of them, weren't even about being a statistical programmer, which is what the job is. They are looking for SAS Developer skills but posted it as a Stat Programmer role. I got really bad feedback afterwards, some of it was just crazy. They said I didn't have experience with something I totally talked about. A friend told me they had a bad experience with this company too. Also, I've heard from other people online and friends that this company might be biased against hiring people who aren't white or aren't from Western countries.