Real, anonymous reports from people who interviewed for Software Engineer at Freeport-McMoRan, newest first and distilled into what to expect across the loop.
I started with an online HireVue screen. It was short—about 10 to 15 minutes—with very straightforward prompts, recorded on video at my own convenience. The questions leaned heavily on how I think about the company and how I handle different situations, including scenarios framed around core values like aiming high, working well with others, and dealing with something difficult.
I ended up with a more personal, people-focused interview where the tone felt welcoming from the start. The conversation lasted around 30 minutes, and the interviewers were friendly and personable. Most of what we covered was my background—how I described my experience and a few technical questions—plus we even had time to talk about hobbies, which made it feel less like an interrogation.
Candidates typically start with a pre-recorded HireVue interview that lasts around 10 to 25 minutes, focusing on behavioral questions related to the company's core values and personal motivations. This round serves as an initial filter rather than a deep technical evaluation, allowing multiple attempts for each question.
Subsequent interviews often involve a mix of behavioral and technical questions, with a friendly and conversational tone. Candidates are expected to discuss their experiences in detail, including problem-solving scenarios and relevant technical knowledge, often using the STAR method.
The interview process generally follows a multi-stage flow, starting from initial screenings to team interviews and final discussions with HR or hiring managers. However, candidates report that the timeline can be lengthy, with extended waits between stages and a lack of feedback.
For candidates who reach the on-site stage, the experience includes a mix of interviews and facility tours, focusing on fit and practical evaluations rather than solely technical skills. This stage often feels more involved and personal, contributing to a thorough assessment of the candidate.
Some candidates experienced organizational issues during interviews, such as interviewers not showing up or technical difficulties like video issues. These challenges can impact the overall impression of the interview process and may lead to concerns about the company's professionalism.
Candidates often report a lack of timely communication and closure after interviews, leading to uncertainty about their status in the hiring process. This includes delays in feedback and final decisions, which can extend the overall timeline significantly.
