Regal Rexnord Corporation Interview Questions
& Process

The interview process kicked off with a pen-and-paper test on campus, covering aptitude like logical reasoning and quantitative ability, alongside core programming concepts in C/C++ and some short coding problems. Only those who passed this stage moved on. Next, shortlisted candidates went to the company office for a technical interview. This part really dug into technical knowledge, focusing on C/C++ programming, OOPs, data structures, algorithms, and DBMS/SQL. They also talked about my projects and internships, asking about how I did things and the tech used. Some scenario questions were thrown in too, to see how I'd think and debug. The final step was an HR interview to check communication, confidence, and if I'd fit in. We chatted about my background, strengths, weaknesses, future goals, relocation, teamwork, and what I know about the company. They also asked about my studies and why I want to work there.

This felt like another call where they were using external talent, especially those affected by the 2024 layoffs. I had an initial screening, but it seemed like they'd already decided before we even talked. When I showed interest by asking questions, someone on the screening team immediately said they were considering other candidates. I wasn't sure if I was being unfairly dismissed or if they had someone else in mind. One thing was clear, no matter how hard I tried to impress them, they didn't seem engaged. I never got a response to my thank you and follow-up emails. By the end of the week, I received an automated rejection. Nothing remarkable about this company.

It began with an HR Specialist who was helpful. Then, a phone screen with Supply Chain leadership focused on my career and leadership style. This was a casual and comfortable chat. Next was an on-site interview with supply chain leadership, HR, and an operations leader (virtual). It was a panel with scripted questions after I detailed my career history, with focus on areas relatable to the role and where they needed help. They seemed really focused and detailed. It was a great conversation. Then, they asked if I'd consider a different role, mentioning an internal candidate for the original role but thinking I could help in purchasing. We talked later that week about this purchasing role. They said my interviews went great and I was a good fit. They asked me to come in for an informal lunch with potential peers, calling it a formality to ensure I'd be comfortable. At lunch, there were 8 people and me, discussing my experience and how I could help them, with some casual chat too. It seemed to go well. After asking for updates, I was told I was overqualified, which felt like ageism, especially since a younger group was at the lunch. They sold it as a formality. I invested a lot of time, only to be rejected at the end. I would have preferred a call from HR and leadership discussing concerns about me getting bored or not being challenged, giving me a chance to respond. Instead, they made me feel too old.

I had a phone screening with the recruiter, which was pretty encouraging. After that, I did the personality test and then an in-person panel interview. The in-person part was about 2.5 hours with 4 leaders asking questions that went way back, even to high school. My impression of the interview was mixed because some of the leaders were more focused on their phones than my answers. The interviewing styles varied; most questions were good probing ones, but one person asked questions designed to make me fail. Some questions are hard, but others are just meant to make you struggle, and that's what happened. I learned how not to engage others in the future. I didn't get an offer, but I probably would have turned it down anyway. The whole thing took about 2 months from the first call to the decision.