Four candidates describe Lockheed Martin Product Manager interviews that were mostly behavioral and conversational. One candidate also faced an early technical exam. Process length and depth varied widely across reports.
$138K
Avg. Base Comp
$150K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Lockheed Martin Product Manager interviews are mostly behavioral, but the four candidates here describe very different processes. Two report a single conversation with a hiring manager. One of them said the offer came within a week of that interview. Another describes a phone screen followed by a three-person panel. The fourth describes a process that stretched over several months, with a recruiter screen, manager and technical interviews, and later peer and client conversations.
The questions that came up centered on influence, conflict and your own background. One candidate was asked about convincing a key decision maker to commit to a plan. Another was asked about a clash of personalities on a team, and answers were expected in STAR format. A third was asked to elaborate on resume items and whether they prefer being a jack of all trades or a master of one. The panel candidate reported standard questions about strengths, weaknesses, why they were leaving and handling customers and team members, plus experience managing applications and government-related work.
The one outlier is a technical exam at the start of the process. That candidate was given a real project scenario with technical data to review. The other three reported no technical component, so treat the exam as a possibility on some teams and not a given.
Two candidates mention slow stretches. One described a long background check after the interviews, and the other described slow feedback. One candidate also found little room to negotiate salary. All four reported a positive outcome.
Synthesized from 4 candidate reports by our editorial team.
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Synthesized from candidate reports. Individual experiences may vary.
Candidates report an initial call after applying online. One described a brief, informational phone interview, and another a recruiter screen about background, career goals and fit. Another said a recruiter quickly scheduled a virtual interview. Expect to summarize your experience and motivation for the team.
One candidate says the process opened with a technical exam based on a real current project and its technical data, which had to be passed before anything else moved forward. Three other candidates did not mention one, so it may depend on the team. If it applies to you, prepare to analyze project data and explain your reasoning.
Two candidates describe a single online conversation with a hiring manager that was entirely behavioral. Topics included academic background, why the team, career direction, influencing a decision maker, and depth versus breadth in skills. Prepare specific stories tied to your resume, including how you handled ambiguity.
Depending on the team, candidates report a three-person panel with standard HR-style questions, or a longer sequence with manager, technical, peer and client conversations. Questions covered strengths and weaknesses, customer and team situations, and STAR-format conflict stories. Expect an emphasis on communication and fit.
Outcomes were positive for all four candidates. One reported an offer within a week of the interview, with a seven-day response window and little salary flexibility. Another reported a long background check with slower communication. Timing may depend on the team and on security processing.
