Two candidates describe Rivian's Engineering Manager interviews: an informal people-management phone screen, an engineering panel, and a loosely structured director round. Both ended in no offer, and both noted slow or missing follow-up.
$175K
Avg. Base Comp
$365K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Candidates describe Rivian's Engineering Manager interview as heavily weighted toward how you lead people. One candidate's first call was a 45-minute phone conversation with the Director of Talent Acquisition. It centered on their leadership philosophy and on a time they were most proud of a direct report, rather than on technical depth. Prepare a concrete management philosophy and at least one specific story about coaching or growing someone on your team.
Another candidate described a fuller loop. It started with a responsive recruiter, then an engineering panel where interviewers asked relevant questions about their background and how they work. Questions about why they wanted to leave their current role and how they got the interview came up. Five interviewers reportedly gave positive feedback.
The final director conversation was the least predictable part of that report. The director opened by asking how the candidate got the interview and whether they knew anyone at the company. The conversation then moved to cost reduction and pushing responsibility onto suppliers rather than owning problems internally. Be ready to explain your view on supplier accountability, cost tradeoffs, and ownership.
Timing and communication also deserve planning. The same candidate waited about seven weeks between the panel and the director round, and the other heard nothing after a promised Tuesday update. Both reported no offer. Follow up politely in writing and keep other options moving. With only two reports, treat these as individual experiences rather than a fixed format.
Synthesized from 2 candidate reports by our editorial team.
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Synthesized from candidate reports. Individual experiences may vary.
Candidates report a first contact from a recruiter or the Director of Talent Acquisition, sometimes arranged on short notice. One described a 45-minute phone interview focused on leadership philosophy and a direct report they were proud of. Expect people-management questions more than technical depth.
One candidate describes an engineering panel with five interviewers who asked relevant questions about their background and working style. Why they were leaving their current role came up. The candidate called it a fairly standard engineering manager loop, though other candidates may see a different panel format.
One candidate reports waiting about seven weeks after the panel before meeting the Director. The conversation opened with how they got the interview and drifted into cost reduction and supplier responsibility. It felt less structured than the panel, so prepare to defend your views on ownership and tradeoffs.
Both candidates report no offer. One was promised an update by a set day, then heard nothing after following up. Candidates may need to chase status in writing and should not assume silence reflects how the interviews went.
