Watson Pharmaceuticals Interview Questions
& Process

The whole day process included meeting with different departments and a luncheon where the interview continued. There was a power point presentation where I had to summarize a clinical trial result. The one on one interview and group one were nice and friendly but I observed what looked like hostility during the lunch... I cannot confirm this. There was no question asked after the presentation though there were about 20 people in the room and an opportunity to ask questions was given by the moderator. Generally, very nice people.

I applied for the Engineering Intern job via my school's Career Center, submitting my resume through their system. About a week later, I got an email inviting me for an on-campus interview that Wednesday morning. I got there a bit early and chatted with other candidates. It turned out they were hiring for multiple roles, with different HR folks on campus that day. When I was called, the interviewer was dressed casually in a polo and Docker slacks. We walked to the interview room and mostly talked about his current work and past companies, not really the interview topics. He's a mechanical engineer, so he didn't act like a typical HR person. It felt like management just told an engineer to find an intern. The actual interview had 5 standard behavioral questions, like asking about a time I led a team or my biggest challenge and how I handled it. The interview was pretty straightforward, and I think I did okay. However, talking to other peers, we all felt the interviewer wasn't really into it, leaving us unsure. I'm still waiting to hear back.

The interview process involves two interviews. First, you'll meet with the Engineering Manager who will ask a set of prepared questions focused on your enthusiasm for engineering and willingness to work long hours. Following that, you'll have a discussion with the Head of Operations. This conversation will explore your cultural fit within the company and your potential for growth at the site. The Head of Operations, a long-standing member of the team, is a great person to ask about the day-to-day of this role. They don't use a script for their questions.

It was a 5-week process from start to offer. First, an HR phone screen to check interest, salary needs, and relocation. Then, a 1-hour phone interview with the hiring manager, which was very work-focused, asking about challenges and using the STAR method. Finally, a 4-hour in-person interview with four people, which was a good back-and-forth.