Parker Meggitt Interview Questions
& Process

Instead of a typical interview, the interviewer suggested a tour of the workplace. He showed me around, discussed the company, and mentioned I wouldn't need to ask questions. He didn't ask me anything about myself, so I'm unsure what he was assessing. The rejection notice came much later than expected.

The hiring process kicked off with video interviews for an initial connection. Then, on-site interviews were scheduled to meet the manager, their team, and HR in person, allowing for a more direct, genuine, and concrete discussion about the responsibilities, work environment, and company values.

I wanted to give a thorough review for those interviewing or considering this company. Your experience might differ based on the location or the specific people involved. Meggitt is a UK company that Parker Hannifin is in the process of acquiring. I saw the job opening on Linkedin and applied directly on their website. I first had a 30-minute phone screen with the senior recruiter. It was a pretty laid-back chat where they explained the role's scope and duties. We also talked about an initial salary range before moving on. Round 1 was with the current director who is leaving the role, which felt like a bit of a warning sign. This interview was similar to the initial phone screen. Round 2 was an onsite interview, and I flew out for it. I wasn't given an agenda beforehand, so I was caught off guard. I spent 5 hours straight meeting with groups of 2 to 3 people. The questions changed depending on who I was talking to, but they frequently mentioned how challenging the job would be and warned me about the company culture and the complexity of the site. I didn't hear anything back after the second round.

The interview process involved several stages. First, there was a screening interview with HR to assess general competencies. This was followed by a 1-hour interview with a current graduate on the program, focusing on confirming ambitions and asking some behavioral questions. Next, a 1-hour interview was conducted with a senior leader, which included a mix of behavioral and technical questions, probing understanding of supply chain management and lean metrics. The final stage was a full-day interview, consisting of three 45-minute interviews with senior leaders and two team-based activities.