and Huntington Interview Guide
Everything we know about interviewing at and Huntington: the process stage by stage, what each round tests, and compensation by level.
Interviewing at and Huntington
What the process looks like, and what and Huntington is really testing for.
You will go through a multi-touch screening and interview loop that mixes recruiter or HR screens, one-on-one hiring manager conversations, and a panel format. Across roles, the process explicitly tests both behavioral fit and technical depth, with multiple steps combining technical and behavioral evaluation.
The interview content is heavily weighted toward technical competency in analytics and engineering contexts: Statistical Analysis is the top topic (percentile 100), and Solutions Architecture (percentile 100), Quality Assurance Engineering (percentile 100), Operations Management (percentile 100), and Business Analysis (percentile 100) also appear at the highest level. You should also expect common modeling and assumptions topics like Logistic Regression (percentile 96) and Linear Regression Assumptions (percentile 92), plus architecture themes that include Data Architecture (percentile 96) and Cloud Architecture (percentile 93).
Timeline details and post-interview steps are not specified in the provided data, but the loop steps reported cover Phone Screen and HR Phone Screen, then Core Interview Stages and In-Person or Technical Assessment style rounds, often including panels and hiring manager conversations. Based on the aggregated candidate reports, offer rate is reported as 0.0%, and positive sentiment is 60.6%, so you should treat this as a high-selection loop where doing the basics well is necessary but not clearly sufficient.
The strongest signal from the topic data is that they test statistical thinking and system thinking together, with Statistical Analysis and Solutions Architecture at percentile 100, plus QA Engineering and multiple “architecture” topics. Prepare to connect your analytics work to design choices, testing, and data reliability.
The and Huntington interview process
5 stages, based on 393 candidate reports.
Phone Screen
Varies (not specified)You start with a recruiter or HR phone screen. The reported focus is baseline experience and fit, including behavioral alignment, and may include salary expectations and logistics.
HR Phone Screen
Varies (not specified)Some roles report an additional HR call that validates baseline qualifications, salary expectations, and resume keyword alignment. It is positioned as a verification and fit check.
Hiring Manager Interview
Varies (not specified)You then meet the hiring manager in a 1:1 conversation focusing on resume fit and role alignment. One-on-one interview descriptions include in-depth discussion about your understanding of commercial banking data, and cultural fit.
Core Interview Stages
Varies (not specified)Core stages combine technical and behavioral rounds and may run as panel sessions or back-to-back interviews with engineering managers. You may also meet the hiring manager with a panel of peers or cross-functional partners using traditional interview questions.
Technical Assessment and Panel/In-Person Rounds
Varies (not specified)Depending on the role, you may do a technical assessment including live coding, data manipulation, SQL queries, or building a dashboard from a sample dataset. Some roles also report in-person interviews with hiring managers and department heads plus cross-functional stakeholder interviews.
What and Huntington evaluates
How often each skill shows up across reported interview loops.
Interview guides by role
Each guide has the questions and Huntington interviewers actually ask, the loop structure, and total compensation by level.
What and Huntington pays, by level
Estimated total compensation: base salary plus stock and annual cash bonus.
Insider tips
Patterns from candidates who got offers, and the mistakes that most often sink a loop.
and Huntington interview FAQ
Answered from real candidate and workplace data, marked up for rich results.
What people say about and Huntington
Verbatim snippets pulled from employee and candidate reviews.
Compensation is mediocre, and developers face challenges with slow laptops.
While the work-life balance is commendable, improvements in pay and technology are needed.
The work-life balance and company culture are excellent.
Management should consider increasing pay to improve employee retention.
The pay structure may lead to a short tenure, with employees either staying for 30 years or just 2.
The work environment is positive, supported by a great team of people.
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