UCB Interview Questions
& Process

The interview process was pretty standard, starting with a recruiter/HR screening call. Then, there was a virtual technical interview with the hiring manager and team director, lasting an hour. The next step was a half-day in-person interview that included a presentation, meeting the team, and multiple interviews with the department heads. It took about 3 months from the first contact to the final decision, with a 3-week wait after the last interview. Unfortunately, I didn't get the job. The communication was lacking, and the AI-generated rejection email from the recruiter, not the hiring manager, was disappointing after all the prep.

I applied in January and had two interviews in February. After that, I was ghosted and never heard back. I sent emails to ask for feedback or if I was still being considered, but got no response. It's really demotivating, especially from a company that's usually so reputable. Just sending an email, whether to reject someone or say there are delays, isn't too much to ask. Being ghosted by both the hiring manager and talent acquisition is just disrespectful.

I went through a couple of interviews. First, I met with the hiring manager, which went pretty well and seemed to match the job description. Then, I had a meeting with the local Head of Business, and that was a letdown. The main problem was that the line manager and the Head of Business had different ideas about what they wanted in this role, which is something they should have figured out beforehand. The job ad was more in line with the line manager's view, looking for someone with experience and a strategic mindset, although she was still a bit unsure since I didn't have prior MSL experience. But the Business Head was actually looking for someone entry-level, which wasn't mentioned at all in the job posting. I was surprised when he immediately said he wanted an entry-level person, totally different from the line manager who focused on experience. Even the recruiter seemed surprised because my background seemed to fit the job description and the line manager's needs. I get that the Head might have had doubts about my fit for his vision, but I was disappointed he didn't seem to grasp my professional background. My past and current jobs have been all about business strategy in biopharma, plus I have years of academic research. But he incorrectly framed my experience as just academic research with no business connection. I was genuinely surprised and speechless at this misinterpretation. It makes you wonder how aware leadership is of candidates' qualifications and if expectations are even aligned within the company. So yeah, the whole interview process was rough because the line manager and the Head had such different expectations. What was really disappointing was the Head's lack of understanding of my professional background, even though I've worked a lot in business strategy in biopharma. It's concerning that such a big mismatch and misunderstanding could happen at a senior level; it doesn't reflect well on how they assess people. Makes you wonder how leaders who don't really get their industry can lead their teams and make smart strategic choices. Hopefully, the company will make sure their leaders are better at recognizing and appreciating what potential employees bring in the future.

So, first there was this quick 15 minute chat, just to see if it was a good fit, you know? Then, I had to go all the way to Slough for a longer, 1.5 hour in-person interview. Part of that involved a 10-15 minute presentation I had to give. After the presentation, the interview split into two parts: a more formal sit-down with the supervisor and some team leaders, followed by a more relaxed, informal chat with the rest of the people I'd be working with.