Zachry Group Interview Questions
& Process

The first step was a phone screening where they asked why I wanted to work for the company, a quick intro about myself, and checked my work authorization. They stopped the interview after finding out I needed visa sponsorship.

I applied on Indeed in May, and they reached out in August to see if I was still interested. The interview was scheduled for August. It was a basic panel interview, but I talked to one person at a time. The total interview was 2 hours. The first person was supposed to introduce the company, the second was to get to know me, the third was to help me understand the role, and the fourth was to ask any remaining questions. The interviewers were really charismatic and bold about the company, almost like they were selling Zachry to me. I was a bit tired by the fourth guy, so I didn't ask him too many questions. He gave me his cell phone in case I had more questions. They really emphasized that we are also interviewing the company when they interview us. I never heard back after my interview, and if we are interviewing a company as a potential job, Zachry failed my interview. Ghosting a candidate is a failure. Don't ghost candidates, face me and reject me! I get that we should all pretend we didn't get the job after an interview unless we get an offer, but don't act like you care about potential hires if you don't.

I had a brief introductory phone call to see if my interests aligned with what Zachry could offer, lasting about 15 minutes. After that, I was asked to submit 2 supervisor references and 3 references from co-workers. Then came a more formal interview session with the Intern Program Coordinator from HR, my potential manager (a Senior Civil/Structural Design Engineer), and another engineer from the Mechanical Design team. We talked about standard interview topics like my background, activities, studies, and future aspirations. They also shared details about the internship program and the company culture.

The interview process starts with an HR call to check if you're a basic match. Then, there's a technical interview with a panel of managers from the home office. They'll ask general personality questions. It's noted that they might not be able to answer your technical questions because they lack field experience. The company culture seems to value team members who are 'cheer leaders' rather than those with deep technical expertise. This environment might be good if you're already in a project manager role within the company and following board directives, but if you're joining from outside, it might not be as progressive as you're used to.