Stadler Rail Interview Questions
& Process

We started by introducing ourselves and discussing our career paths. Then, the job responsibilities were described, and we talked about how your previous experiences relate to this role based on your CV. Questions were asked about the job description and the subject area. We also covered the onboarding process and the next steps in the hiring process.

Started with a phone call. Then had an onsite interview with HR and the manager, which was non-technical. Was supposed to have a more technical interview with the team lead next, but I declined before that step. I got a really good vibe from the company and the two people I met. It seemed like a really interesting company and would have been a great fit for me at another point in my career.

The process was really disorganized. I had an initial call with HR just to set up a meeting with the tech lead. That interview was only 30 minutes. The interviewer was late, and since we only had half an hour, I was constantly interrupted and couldn't finish explaining anything. The job post said there were 2 rounds, but the tech lead told me there were actually 4, saying 'the process is long and will take time.' I think this might be because I was applying from another country, but they should have mentioned that in the job post. I didn't get the job, and it was a bad experience overall. I couldn't even show my skills in the required technologies, but honestly, given how the interviewer acted, it's not a big loss.

To start, it was okay. There was a manager, an employee, and an HR person. The conversation was via video call. The questions were partly very high-level, so it wasn't clear in which direction they should be answered. When asked for clarification, the questions were then defined more precisely, but with quite a bit of arrogance from the employee. The manager answered normally. The only person who seemed to know my resume was the HR person. She asked technical questions about my CV. The manager said goodbye 15 minutes before the end of the conversation because there was a direct follow-up appointment. It would have been better to inform the applicant at the beginning if there were time overlaps, as it looks strange otherwise. In summary, I gathered that the prevailing opinion is that if employees leave the company, it is solely due to the work of HR development. Unfortunately, I never received feedback on my interview, which is also not a problem due to the lack of appreciation.