I applied online. The process took 1+ week. I interviewed at Microsoft in Oct 2011
Interview
Applied online. Few days later received call from HR who did my initial interview then organized 3 phone interviews. Interviewes went very well from my point of view but then nothing happened. I tried to follow up few times but never got answer to if i was or wasn't fit for the job. While discussed general packages conditions never got to a stage where I actually received an offer.
Heard rumeros of hire freeze but not sure if that was the resason.
Generally would imagine that phone interviewes, while inevitable, are not enough to judge if a person is fit for a job or not.
Interview questions [1]
Question 1
Not a difficult question but some problem solving questions aboout situations and how you would handle them...
straight forward seven rounds interviewer is friendly they are very organized, they will behavioral questions use star method and show your soft skills and your tech skills. then theres the hiring manager, a panel, a presentation and a final round with the director
Fast and efficient - overall they wanted to do 3 interviews in one day to maximize time which was nice which was better than waiting weeks on end.
This thing wants me to add more words - so here they are.
Interview questions [1]
Question 1
30/60/90 thoughts and ideas for coming into the role
I applied online. I interviewed at Microsoft (Toronto, ON) in Oct 2025
Interview
Hard to get into their hiring process. Long waiting time, maybe 3 months. Then got rejected. Should do better on my resume. Microsoft explicitly evaluates whether candidates can thrive in their collaborative, customer-obsessed culture while driving innovation at enterprise scale. Unlike companies that hire purely for technical skills, Microsoft seeks people who embody their core values of respect, integrity, and accountability.
Interview questions [1]
Question 1
Customer-Obsessed Culture Evaluation
Every role at Microsoft connects to customer value, whether you’re building Azure infrastructure or developing Office applications. Interviewers assess whether candidates naturally think about user impact and business outcomes, not just technical solutions.
