Subaru of America, Inc. Interview Questions
& Process

The interview process included an initial screening call with HR, followed by two virtual interviews, and concluding with an in-person interview. Each interaction offered a different set of questions, and I found the team members to be kind and respectful, providing a clear understanding of the role and company culture. Katy from HR was exceptionally helpful, responsive, and transparent, even during the busy holiday season. It was evident that my experience and time were valued by everyone involved throughout the entire process.

So basically, I had 3 interviews in total. The last one was in person and it was like 2 hours long, where I met with about 5 or 6 people from the team. The interviews were pretty standard, they asked about my tech background and some behavioral stuff, but there weren't any specific assessments or tests.

I got a quick reply to my application, and an email to set up the interview the morning after I applied. As soon as I joined the call, the interviewer was unpleasant, slouched over, not looking at the camera, and sounding uninterested. He immediately said 'why did you apply to this job? you don't meet the requirements. is your resume accurate or do you actually have more experience?' The job description asked for 4-6 YOE, but I only have 2.5 YOE, although I fit every other requirement. I said I felt qualified, and he responded 'well, that is a hard requirement so it is unlikely you'll get this job.' Why even set up the interview then? I was told I'd get a decision in 1-2 days, but I never heard back. It was a horrible, disrespectful interview, which seems to be the industry standard now, but I expected better from a company that advertises respect.

Applying for a contract role at Subaru is a bit simpler than applying for a full-time position. For this contract job, I had two interviews where I met with three people. After that, they offered me the role. The whole process took about a month.