Everything we know about interviewing at Claro: the process stage by stage, what each round tests, and reports from candidates who interviewed.
What the process looks like, and what Claro is really testing for.
Claro runs a multi-meeting hiring loop that mixes HR screening, manager interviews, and technical discussions. Across roles, you should expect several checkpoints focused on role fit, your communication, and how you apply specific knowledge in practice. Candidate feedback is generally positive (71.6% positive sentiment), but no candidate reports show an offer being made (offer rate 0.0%).
The questions Claro emphasizes are heavily technical and strongly aligned to the target job: UX/UI design and UX show up at the top (percentile 100 for UX/UI Design and 96 for User Experience). For technical depth, you should also be ready for SAP BI (percentile 100), JavaScript (100), ETL (97), microservices architecture and system architecture topics (both in the high 80s to mid 90s), plus data modeling and reporting/observability (all in the 91 to 94 range). Stakeholder communication is also a major theme (percentile 100).
You can see examples of how evaluation is delivered in candidate reports: some candidates describe guided live problem solving where you share your screen, others describe written tests by email, and others describe structured multi-format loops including personality-style evaluation. Reported overall process timing varies, with some candidates describing about a week and others describing around two weeks, and some candidates also report periods of waiting without response.
The single most useful non-obvious fact: Claro’s evaluation is not just “ask questions and talk,” candidates report live, screen-shared problem solving and written assessments tailored to the specific area, so you need to be ready to explain your reasoning while working, not only provide final answers.
6 stages, based on 464 candidate reports.
You start with an initial review focused on your resume and fit for the role, commonly involving HR. Candidate reports also mention checks like salary expectations and availability, plus alignment with values.
Some candidates go through a group interview where you collaborate on a situational problem with other candidates. This is used to assess teamwork and group dynamics.
You meet talent acquisition managers or HR to assess fit for the role. Reports describe one-on-one conversations in English that focus on your background and experiences.
You answer behavioral and situational questions that test how you communicate and how you fit the team. Some reports describe short behavioral segments led by HR and aligned to leadership and teamwork.
You have technical discussions with hiring managers, hiring teams, or technical leads. Candidate reports show technical questions focused on practical domain work, and in some cases a screen-shared technical challenge or tailored written test.
You complete a final evaluation and may have an in-depth last discussion with the hiring manager and HR representative. Some reports also mention remaining questions being clarified near the end and, in certain cases, additional psychological or personality-style evaluation before closing.
How often each skill shows up across reported interview loops.
Each guide has the questions Claro interviewers actually ask, the loop structure, and total compensation by level.
Patterns from candidates who got offers, and the mistakes that most often sink a loop.
Read what candidates said about interviewing at Claro: the loop, difficulty, and outcomes, straight from recent reports for each role.
Answered from real candidate and workplace data, marked up for rich results.
Verbatim snippets pulled from employee and candidate reviews.
Claro is a well-established company that provides a predictable routine and engagement with large-scale projects and infrastructure.
A solid company with a predictable routine, but expect slow decision-making.
Candidates should be prepared for a structured environment where decision-making may take time.
The traditional and hierarchical corporate structure can lead to slow and rigid decision-making processes.
The organization has strong values and a solid structure.
Career development and stress levels vary significantly by department, making the experience feel inconsistent across the company.
Companies that hire for the same data roles, with the same depth of prep.
