Lockheed Martin Business Analyst interviews, as candidates describe them, are mostly conversational and behavioral. Expect a resume walkthrough, STAR questions and light Excel or tool questions rather than case or coding rounds.
$85K
Avg. Base Comp
$95K
Avg. Total Comp
Not reported
Typical Rounds
4-6 weeks
Process Length
The Lockheed Martin Business Analyst interview, as candidates describe it, is behavioral and conversational rather than technical. Several candidates report no algorithmic questions or case exercises. The emphasis was on communication, teamwork and examples that fit the job.
The formats vary. One candidate had a recruiter phone call followed by an hour-long online interview with three team members. Another had a single behavioral interview of under an hour. A third reports a Teams interview of about 15 minutes with the hiring manager and one other interviewer. Others mention a written qualification questionnaire or a phone filter before meeting the manager.
The questions cluster around a few themes. Candidates report being asked to walk through their resume and explain why they want to work at Lockheed Martin. STAR-style prompts covered conflict with a coworker, juggling competing deadlines, a mistake and its result, a decision others disagreed with, and a time they adapted to a team. Two candidates were asked about presentations. One explained how they translated data for another audience, and the other described the audience of a past presentation. One also described collecting data to prevent a problem.
Technical content was light. Two candidates mention Excel, with lookups, IF statements and pivot tables, and one mentions Tableau. One was asked to rate their proficiency and give a real example of use.
Timing differs by candidate. One reports roughly four to six weeks from start to finish, while another waited about a month after the interview for an offer. Prepare concise stories tied directly to the job description, and be ready to say what you personally did and what resulted.
Synthesized from 8 candidate reports by our editorial team.
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Real interview reports from people who went through the Lockheed Martin process.
I got called by an HR screener first, which was pretty quick and informal—just a touch base to confirm I was still interested and verify some basic stuff. Then came the actual phone interview about a week later, a thirty-minute conversation over Zoom with the hiring manager and the F&BO manager from the site. I went in expecting technical questions or maybe some Excel deep dive, but it was almost entirely behavioral. They wanted to see how I'd handle real situations as an analyst, so they walked me through a few scenario-based questions using the STAR method. One question stuck with me: they asked about a time I'd failed and what I learned from it. Another was how I'd respond if there was conflict between coworkers. They also asked me to describe a time I had to work through a miscommunication with someone. What I realized halfway through was that they weren't testing my technical skills so much as checking whether I could relate to people, stay calm under pressure, and think logically about messy human problems. The vibe was straightforward and professional—no tricks, no weird gotchas. They seemed genuinely interested in my answers rather than just checking a box. By the end of the call, I felt like I'd had a real conversation rather than an interrogation. The whole process was smooth and the hiring manager made it clear what the role would look like day-to-day.
Prep tip from this candidate
This role is almost entirely behavioral—don't waste time prepping technical questions or Excel specifics. Instead, have five or six solid STAR stories ready that show you handling conflict, miscommunication, and failure with maturity and logic. They're testing cultural fit and emotional intelligence, not your ability to write formulas.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Lockheed Martin
Describing a data project and its challenges
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|---|---|
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| Loan Model | |
| Deciding Between Solutions | |
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| Your Strengths and Weaknesses | |
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| The Pirate’s Hunt | |
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| Why Do You Want to Work With Us | |
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| Robotics Upgrade Tradeoff | |
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Synthesized from candidate reports. Individual experiences may vary.
Candidates report different openers. One had a recruiter call covering the role and basic behavioral topics. Another's recruiter screen covered years of experience and salary expectations, plus a written prompt matching experience to each listed qualification. A third received an emailed pre-interview questionnaire. Prepare a written match to the posting's qualifications.
One candidate describes a phone filter test after the recruiter screen and before meeting the managers. This step may not appear for every candidate, and its content was not described in detail.
Candidates report one main conversation with the hiring manager, sometimes with a co-manager or team members, in person, on Teams or online. Lengths ranged from about 15 minutes to slightly over an hour. Expect a resume walkthrough, a why-Lockheed question and several STAR prompts about conflict, deadlines, mistakes and teamwork.
The technical content candidates describe is practical rather than advanced. You may be asked to rate your Excel proficiency and name functions you have used, such as lookups, IF statements and pivot tables. You may also need to mention Tableau experience and explain how you turned data into a presentation for another audience.
Candidates report offers arriving anywhere from the day after the interview to about a month later. One mentions a background check that was more extensive than the interviews. One candidate described follow-up communication as uneven, so keep a polite line open with your recruiter.
