I applied online on the company website and was contacted by the HR manager about a week later for a phone interview. Phone interview lasted about 15 minutes and she said she wanted me to have a phone interview with the hiring manager. I had a half hour phone interview with the hiring manager and she told me she would like me to come in for an in-person interview with the team, about 4-5 people which would take a half a day. I was then contacted by a different HR manager who set up that interview. Stryker provided very thorough information on where I was going and who I was going to meet with. I met with 4 people ranging from the VP to the hiring manager to a team mate to a co-worker from another team. The interview with each lasted about a half hour. They were typical interview questions. Overall, it was a pleasant experience. I received an e-mail the day after the interview saying that the initial hiring manager should be back in touch with me in a week. After two weeks I contacted her with an email and receive no response. A week later I called her, received her voicemail, and told her if I didn't hear back I would assume no one was interested. I didn't here back from either inquiry. So the initial process was very positive and the interview itself was a good one. The folks seemed smart and easy going. The negative is that there was no follow up from HR, which is disappointed not to hear either way, after spending a decent amount of time being interviewed.

I applied for a role and was invited into what ultimately became a very long, disjointed, and demanding interview process. After a call with the recruiter, and an interview with the hiring manager, in the span of a single week, I was asked to complete two intensive interviews: a 1.5-hour phone interview focused entirely on behavioral questions and a detailed case study to create within two days—essentially outlining a 12-month strategy with a level of detail that felt excessive for a candidate assignment. While I invested the time and did my best with every task, the communication throughout the process was consistently disappointing. I was given specific dates for when I would receive feedback, but each time those dates came and went with no update. I only heard back after following up myself—repeatedly. After all the work and time invested, I received a vague rejection with no meaningful explanation. What Went Well: • Some of the individual interviewers were personable. • The role seemed interesting on paper. What Went Poorly: • Expectations for candidates were extremely high and not proportionate to the stage or timeline of the process. • Communication was unreliable—promised feedback deadlines were missed multiple times. • Needed to follow up myself to get any update. • The final rejection contained almost no useful feedback despite the depth of the assessments. • Overall, the process felt disorganized and lacked respect for the candidate’s time. Bottom Line: Based on how the interview process was handled, I can only assume that communication and expectations internally may be similar. While I was initially enthusiastic about the opportunity, this experience was ultimately discouraging. I hope the company takes steps to improve their candidate experience, as it reflects strongly on their culture and values.