United Airlines Pricing Analyst interview typically runs 2 rounds: online interview and in-person interview. The process usually takes a few weeks and is friendly but competitive.
$75K
Avg. Base Comp
$84K
Avg. Total Comp
2
Typical Rounds
2-4 weeks
Process Length
Our candidates report that United’s Pricing Analyst interviews feel approachable on the surface, but the company is still looking for people who can think like operators. The strongest signal wasn’t technical trickery; it was whether candidates could explain their work clearly, own mistakes without defensiveness, and connect their experience to the business side of pricing and revenue. One candidate specifically noted STAR-style prompts around empathy and a job misstep, which tells us United is paying attention to judgment, maturity, and how you handle pressure in real-world situations.
A recurring theme is that the process stays friendly while quietly filtering for role awareness. Multiple candidates described the vibe as relaxed and even casual, yet they also mentioned questions that tested industry understanding, not just resume recitation. That combination matters: United seems to favor people who can be personable and grounded, but still speak intelligently about how pricing decisions affect the airline business. We’ve also seen signs that competition can be real even when the conversation feels smooth, so a polished interview alone isn’t enough. The candidates who stand out here are the ones who sound practical, self-aware, and ready to discuss the business implications of their past work.
Synthetized from 1 candidates reports by our editorial team.
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Real interview reports from people who went through the United Airlines process.
The interview felt pretty friendly overall, but it was still a real process and not just a casual chat. I went through two interviews, one online and one in person, and the vibe in both was relaxed enough that they told me to dress casual and just be myself. The first round was mostly behavioral, with STAR-style questions like a time I had to show empathy and a time I messed up on the job. That part was straightforward if you’re comfortable talking through your past work clearly and owning mistakes without overexplaining them. They also did a drug test on site, which was actually convenient because I didn’t have to go somewhere else for it.
What stood out most was that the process was smooth, but there was still some competition behind the scenes. I was told there were more applicants than openings, and even though I felt like I did well, the timing was a little frustrating because the offer didn’t come right away. In my case, I eventually received an offer later on, so it wasn’t a quick yes/no decision. The questions themselves were not overly difficult, but they did expect a solid understanding of the role and the industry, and there were a few questions that tested that knowledge along with the behavioral ones. If you’re interviewing for a pricing or revenue-related role, I’d be ready to explain your experience in a structured STAR format and also speak intelligently about the business side, not just your resume.
Prep tip from this candidate
Practice answering behavioral questions in STAR format, especially examples about empathy and mistakes you’ve made at work. Also be ready to speak to industry trends and challenges, since the role included several questions testing that knowledge.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at United Airlines
A new airline came out as the fastest average boarding times compared to other airlines. What factors could have biased this result and what would you look into?
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|---|---|
| Employee Salaries | |
| Experiment Validity | |
| Download Facts | |
| User Experience Percentage | |
| Distance Traveled | |
| Third Purchase | |
| Top 3 Users | |
| Testing Price Increase | |
| P-value to a Layman | |
| Christmas Dinner Ingredient Optimization | |
| Random Weighted Driver | |
| Uber User Journey | |
| Hurdles In Data Projects | |
| Cancellation Fees | |
| Uniform Car Maker | |
| Assumptions of Linear Regression | |
| Type I and II Errors | |
| Drink Production Allocation | |
| MLE vs MAP | |
| Multicollinearity in Regression | |
| Density to Cumulative | |
| Pre-Launching Shows | |
| Client Solution Pushback | |
| Flight Routes - 2 | |
| Your Strengths and Weaknesses | |
| Stakeholder Communication | |
| Understanding Dynamic Pricing Strategy | |
| Delivery Fees | |
| Reward Experiment |
Synthesized from candidate reports. Individual experiences may vary.
The first round was conducted online and was mostly behavioral. Expect STAR-style questions about past experiences, such as showing empathy or describing a mistake at work, along with some questions that test your understanding of the pricing/revenue role and the airline business.
The second round was held in person and had a similarly relaxed, casual tone. Interviewers continued with behavioral questions and light role/industry knowledge checks, focusing on how you think about the business side of pricing rather than deep technical casework.
As part of the onsite visit, candidates completed a drug test on site. This was handled during the interview process itself, so no separate trip was needed.
The process was not an immediate yes/no decision, and the candidate noted some delay because there were more applicants than openings. The offer came later after the interviews were completed.