Abbott's loop, as described by candidates on Reddit, typically opens with a recruiter or HireVue one-way video screen (behavioral questions like 'why this role', 'why Abbott', and a conflict/disagreement story) with two recording attempts per question, then progresses to phone screens with the hiring manager and finally a panel or in-person round with hiring manager plus one or two team members. Loops are STAR-behavioral heavy at entry and mid levels, with domain questions layered on for R&D, quality, regulatory and validation engineering roles, and formal territory/sales-scenario questions for the field medical-device sales pathway. Since AbbVie spun out the pharma business in 2013, Abbott hires largely into medical devices (cardiovascular/vascular, diabetes/FreeStyle Libre, neuromodulation), diagnostics, and nutrition, so most first-hand accounts come from those role families rather than from drug discovery.
These 6 writeups cover medical device sales, quality and manufacturing, clinical research and other roles, US-heavy, some Ireland (Kilkenny). All of them were posted under a pseudonym (Reddit, GeeksforGeeks or forum handles), so we could not verify the authors’ identities.
Typical rounds
1
Outcomes shared
1/0offer / not
Most common round
Online assessment
Sources span
2021 - 2026
Most frequently reported · Behavioral(5), STAR stories(3), Customer scenarios(2), Domain knowledge(2), Resume deep-dive(2)
What Abbott Laboratories is hiring for now
270 open roles in our index · advertised pay floors run $61k-$113k (median $78k, from 99 postings that state pay).
Most-posted roles
Trade Sales Representative5
Product Specialist - Pharma (Oncology)3
Sr. Account Rep.3
Medical Representative2
Account Manager2
Production Supervisor, Dryers (Night Shift, 12-Hours) - Sturgis, MI Plant2
Medical Sales / Medical Science Liaison pathway (via one-way video)
Experienced
Outcome not shared1 round
1
One-way video interviewOnline assessment
Candidate reports Abbott sent an emailed one-way video interview: several behavioral prompts including why they wanted the role, why they were qualified, and a time they disagreed with someone and had to convince them. Two recording attempts per question, format is single-shot record-and-submit.
Covered · Behavioral, STAR stories, Conflict handling
Candidate describes Abbott's video stage running on HireVue, with a single retake button per question and no live interviewer. Advises rehearsing answers out loud beforehand and being deliberate about pressing retake because it is easy to miss.
Covered · Behavioral, STAR stories, Customer scenarios
Candidate scheduled to meet the hiring manager together with one member of the quality team for an entry-level Abbott Vascular quality role. A commenter with medtech interview experience confirms Abbott leans on the STAR framework (Situation, Task, Action, Result) even at principal levels.
Covered · Behavioral, STAR stories, Domain knowledge
Clinical Research Associate I (medical device studies)
Experienced
Received an offer1 round
1
Full loop (details not stated)Panel
Candidate does not enumerate individual rounds but received a written CRA I offer at Abbott's medical-device clinical operations arm after a competitive market cycle. Notes 100% on-site expectation, base salary capped near USD 80k, and that Abbott CRAs are described by colleagues as being run hard (heavy travel, edema-inducing driving loads on prior CRAs).
Candidate reports advancing to a third-round interview for an Abbott medical-device sales rep role without any prior medical-device sales background, so the loop is at least three interviews deep for sales even for cross-industry candidates. Post is preparation-focused and does not describe the third round's questions in detail.
Associate Product Manager (RN transitioning into product management)
Experienced
Outcome not shared1 round
1
Recruiter callPhone screen
Registered nurse with 9 years of clinical experience was contacted for an APM role at Abbott and had an initial recruiter call. The APM listing formally asked for 4+ years of product management experience, so Abbott appears willing to consider clinical-domain candidates even without prior PM background.
What is the interview process like at Abbott Laboratories?
Abbott's loop, as described by candidates on Reddit, typically opens with a recruiter or HireVue one-way video screen (behavioral questions like 'why this role', 'why Abbott', and a conflict/disagreement story) with two recording attempts per question, then progresses to phone screens with the hiring manager and finally a panel or in-person round with hiring manager plus one or two team members. Loops are STAR-behavioral heavy at entry and mid levels, with domain questions layered on for R&D, quality, regulatory and validation engineering roles, and formal territory/sales-scenario questions for the field medical-device sales pathway. Since AbbVie spun out the pharma business in 2013, Abbott hires largely into medical devices (cardiovascular/vascular, diabetes/FreeStyle Libre, neuromodulation), diagnostics, and nutrition, so most first-hand accounts come from those role families rather than from drug discovery.
What topics does Abbott Laboratories test in interviews?
Commonly reported topics include Behavioral, STAR stories, Conflict handling, Past projects, Resume deep-dive, Domain knowledge.
These guides summarize public, first-hand interview experiences shared by candidates. They describe the shape of each loop and the topics that came up, not a leaked question bank, and every experience links back to its original source. Processes change often; treat this as directional prep, not a script.