GM runs a short, competency-driven loop that is far lighter than a big-tech gauntlet: an application in Workday, often an automated video or coded screen (HireVue / CodeVue / Codility), then one or two live conversations with the hiring team, and a drug screen plus background check at offer. Engineering candidates get one modest coding conversation (linked lists, arrays, bit tricks) rather than a multi-round algorithm marathon, and the rest of the weight sits on GM's published Values/Behaviors/Competencies answered in STAR format. Finance candidates follow the same shape with an HR screener and a two-on-one panel with the finance team.
These 5 writeups cover software engineering, finance roles, US only (Detroit/Michigan). All of them were posted under a pseudonym (Reddit, GeeksforGeeks or forum handles), so we could not verify the authors’ identities.
Typical rounds
1.61-3 range
Outcomes shared
1/0offer / not
Most common round
Online assessment
Sources span
2020 - 2022
Most frequently reported · Behavioral(3), Data structures & algorithms(3), STAR stories(2)
General Motors’s official process
GM publishes a four-stage funnel: Apply (Workday), Assess (qualification review, and for some roles a formal assessment), Interview, Offer (followed by drug screen and background check). The company states it uses competency-based questions tied to its published Values, Behaviors and Competencies, and instructs candidates to answer in STAR format; its own Interview Preparation Toolkit PDF walks through Situation/Task, Action and Result and lists practical do's and don'ts (send a thank-you within 24 hours, do not raise salary or level in the interview). GM says the whole thing usually takes about two weeks. For early-career TRACK roles it describes a single 60-minute interview with two leaders from the business, sometimes plus a technical assessment; internships get a structured interview with one or more team leaders, sometimes plus a skills assessment. For production and skilled-trades hiring the assessment stage feeds directly into an offer rather than a further interview phase.
Financial Operations Intern (Corporate Finance, Detroit MI)
Internship
Outcome not shared3 rounds
1
Recorded video screen (HireVue)Online assessment
After applying online the candidate was routed into an automated recorded-video screen before any human contact.
Covered · Behavioral
2
HR phone screenPhone screen
A first live round with a recruiter/HR screener covering background and fit.
Covered · Behavioral, Resume deep-dive
3
Two-on-one with the finance teamPanel
A final round with two members of the finance organisation. The candidate described it as mostly behavioural with a skills-test component, easy in difficulty, and noted the turnaround was quick and the interviewers pleasant.
A single live coding conversation built entirely around linked lists: implement the class, reverse it, then merge two sorted lists. No system design and no hard algorithmic puzzles were reported.
Covered · Data structures & algorithms, OOP
2
Behavioral interviewBehavioral
A STAR-structured conversation about past experience, with explicit questioning on mistakes made and what was learned from them.
Two problems on the CodeVue platform with roughly 30 minutes allowed for each, both read from and write to standard input/output. One was a bit-manipulation check on whether two given bit positions are set in a number; the other was a 256x256 grid where the program had to apply set-row / set-column commands and answer row and column sum queries.
Covered · Data structures & algorithms, Arrays & strings
A candidate who had taken GM's HireVue-delivered coding challenge reported the problems were very easy, on the level of an easy LeetCode question, and said anyone who can solve those will clear it.
Technical Rotation and Career Knowledge (TRACK) Program - Software, Detroit MI
New grad
Received an offer$87,000 USD base, performance bonus up to 10% of salary annually, ~$96K total, no signing bonus, no relocation, no stock1 round
1
Offer stageFinal
A final-year CS student with two prior FAANG internships took a Fall 2020 offer into GM's TRACK software rotational programme in Detroit. They reported the recruiter framed the number as the highest GM could give based on their interview performance, which implies interview-graded offer banding rather than a fixed new-grad number. The poster did not describe the individual interview rounds.
What is the interview process like at General Motors?
GM runs a short, competency-driven loop that is far lighter than a big-tech gauntlet: an application in Workday, often an automated video or coded screen (HireVue / CodeVue / Codility), then one or two live conversations with the hiring team, and a drug screen plus background check at offer. Engineering candidates get one modest coding conversation (linked lists, arrays, bit tricks) rather than a multi-round algorithm marathon, and the rest of the weight sits on GM's published Values/Behaviors/Competencies answered in STAR format. Finance candidates follow the same shape with an HR screener and a two-on-one panel with the finance team.
What topics does General Motors test in interviews?
Commonly reported topics include Behavioral, STAR stories, Data structures & algorithms, Arrays & strings, Past projects, 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.
