Candidates describe United Airlines product interviews as conversational: resume deep-dives, stakeholder and problem-solving behavioral questions, a product-improvement prompt, and in one report a live case study.
$130K
Avg. Base Comp
$147K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Candidates describe United Airlines product-role interviews as professional and conversational rather than adversarial. Their reports come from Product Manager, Project Manager and Product Owner roles, so treat them as related signals rather than one fixed process.
The clearest theme is resume depth. One candidate said the first Zoom round with a manager spent much of its time on a few resume bullets, including the project they were proudest of. That candidate also heard a comment about lacking direct airline experience, so be ready to connect your background to a customer-facing, industry-adjacent context.
The second theme is stakeholder and problem-solving behavioral questions. A Product Manager candidate's phone interview covered handling a project stakeholder who was missing objectives, and describing a problem they solved and how. Another candidate reported behavioral questions on managing priorities.
The third theme is product thinking. One candidate was asked in a two-person panel how they would improve a specific United product or customer experience, and the interviewers seemed interested in how they balanced business goals with customer needs. Another reported working through a case study in real time with a hiring manager and a team member, with the focus on thought process rather than a single right answer.
One candidate also stressed collaboration in group settings and said to bring all required documents to an in-person day. Outcomes in these reports varied: one accepted an offer, one declined an offer, and one received no offer. Prepare two or three stakeholder-conflict stories, one customer-experience improvement with a clear prioritization rationale, and a detailed walkthrough of your best project.
Synthesized from 3 candidate reports by our editorial team.
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Real interview reports from people who went through the United Airlines process.
The whole process started with a phone screen and recruiter call. From there, things moved into multiple rounds of interviews. I had virtual meetings with two hiring managers at once, then another session with a hiring manager and a team member—and that one involved working through a case study in real time while they watched and asked questions. That's when they really get to see your actual thought process, which is different from practicing alone.
Throughout all of it, there's a clear emphasis on group dynamics and collaboration. The behavioral portion had several questions testing how I manage priorities and approach problems. One of the first things they asked was about my current role and background. The technical side was less about getting the "right" answer and more about understanding how I think and solve problems. But here's what really matters: they want people who can work together, not people trying to dominate the room. Those who tried to shine too much didn't make it through. You need to voice strong opinions but actually listen and be willing to compromise with whoever you're working with.
Practically speaking: when you get to the in-person day, bring all your required documents. Don't overlook this—they will send you home if something's missing.
I got an offer but declined it in the end. Aviation just wasn't the right industry fit for my career, and the compensation didn't make sense. The interview structure itself is thoughtful though—they're genuinely trying to understand how you work with people.
Prep tip from this candidate
Prepare for group-based interviews where collaboration is actively evaluated—trying to shine or dominate will backfire. Focus on listening, asking questions, and genuinely compromising with coworkers. Also, bring every required document for the in-person day or they'll turn you away before the interviews start.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
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Synthesized from candidate reports. Individual experiences may vary.
Candidates report starting with a phone interview or recruiter call. One Product Manager candidate described a structured, courteous phone interview built on experience and skill-based questions rather than brainteasers. Expect to summarize your current role and background clearly.
One candidate reported a casual Zoom conversation with a manager that focused on resume bullets and the project they were proudest of. Another described virtual meetings with hiring managers. You may be asked to defend details and explain how your experience relates to airline or customer-facing work.
Candidates report behavioral questions about handling a stakeholder who was missing objectives, describing a problem they solved, and managing priorities. These typically reward structured examples that show your decision-making process and how you handle cross-functional pressure.
One candidate described a two-person panel asking how they would improve a United product or customer experience, with attention to balancing business goals and customer needs. Another reported a live case study with a hiring manager and team member. Rounds may differ by role, so confirm the format with your recruiter.
One candidate for a product-owner role reported an in-person day with a collaboration emphasis and said to bring all required documents or risk being turned away. This was a single report, so it may not apply to every product role; ask your recruiter whether an in-person stage is planned.
