Lockheed Martin Business Analyst candidates most often describe conversational, resume-led interviews centered on behavioral examples, practical data communication, and fit with the role.
$83K
Avg. Base Comp
$94K
Avg. Total Comp
2 rounds
Typical Rounds
4-6 weeks
Process Length
Lockheed Martin Business Analyst interviews described by candidates are usually people-focused rather than case- or coding-heavy. Expect your resume to do real work in the conversation: candidates were asked to walk through prior projects, explain their individual impact, and connect experience to the role and their professional interests. One candidate also encountered a pre-interview questionnaire before scheduling.
Behavioral preparation matters most. Reported prompts covered competing deadlines, coworker friction, mistakes, difficult situations, adapting to a team, project leadership, and decisions that others opposed. Prepare concise STAR stories that make your responsibility, actions, and outcome easy to follow. Several accounts also describe questions about why Lockheed Martin, strengths or weaknesses, achievements, and the kind of work you want to pursue.
Technical discussion, when it appeared, was practical and tied to analyst work rather than algorithms. Candidates discussed turning data into a presentation for another audience, their experience with Excel, and in one account Tableau. Be ready to describe tools you have actually used, rate your Excel proficiency honestly, and give a concrete example of communicating an analysis clearly.
The format varies: some candidates reported a single remote behavioral conversation, while others described a recruiter screen followed by a manager or team interview. One candidate reported a four-to-six-week process, so allow for variation in scheduling and follow-up.
Synthesized from 6 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
| Question | |
|---|---|
| Loan Model | |
| Deciding Between Solutions | |
| Testing Constraints | |
| Client Solution Pushback | |
| Your Strengths and Weaknesses | |
| Presentations and Insights | |
| Top 3 Users | |
| Scrambled Tickets | |
| Over-Budget Projects | |
| Addressing Data Quality Issues | |
| Slow SQL Query | |
| Implementing the Fibonacci Sequence in Three Different Methods | |
| Swap Variables | |
| User Event Data Pipeline | |
| Seller Type Modeling | |
| The Pirate’s Hunt | |
| Repository Policy Enforcement | |
| Safe Deployments | |
| Why Do You Want to Work With Us | |
| Stakeholder Communication | |
| Robotics Upgrade Tradeoff | |
| International e-Commerce Warehouse | |
| Singly Linked List | |
| Blogging Platform Schema | |
| Analyzing Multiple Data Sources | |
| Empty Neighborhoods | |
| 2nd Highest Salary | |
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| Cumulative Distribution |
Synthesized from candidate reports. Individual experiences may vary.
Candidates report an initial recruiter phone conversation covering the role, basic background, experience, salary expectations, and qualifications. One candidate instead received a recruiter questionnaire before a later scheduling invitation, so an upfront written or phone-based screen may occur.
Candidates report a conversational remote or in-person interview with a hiring manager or team members. Discussions commonly began with a resume walkthrough and motivation for the role, then moved to behavioral examples involving teamwork, deadlines, conflict, mistakes, projects, or adapting to change.
Candidates report that technical content, when included, was light and applied. You may be asked to explain how you used data in a presentation, describe Excel functions you know, rate your proficiency, or discuss experience with a visualization tool such as Tableau.
