Motorola Solutions (public-safety radios, Avigilon video, CommandCentral SaaS. Chicago HQ) runs lightweight, low-round loops that read more like an industrial employer than a big-tech shop. Corporate/finance intern hiring in Chicago is often a single behavioral chat plus an HR screen. SWE new-grad hiring in Chicago/UIUC pipes candidates through a phone screen and a technical panel with coding but no FAANG-style bar-raiser. UK/EMEA candidates report loose, sometimes disorganised processes (interviewed for a different role than applied). It is NOT Motorola Mobility (Lenovo phones), and interview writeups for the phone business are irrelevant and were rejected.
These 8 writeups cover software engineering, finance, operations and other roles. All of them were posted under a forum handle, so we could not verify the authors’ identities.
1Phone interviewPhone screenInitial recruiter/team phone conversation ahead of the technical stage.Covered: Behavioral, Resume deep-dive
2Technical panelTechnicalCoding technical round tied to the CTO-office R&D team. Poster did not describe FAANG-style system design, more a standard SWE technical.Covered: Data structures & algorithms, Past projects
1Coding technicalTechnicalConfirmed by a prior interviewee that the UIUC Research Park SWE-intern loop includes a coding technical component alongside behavioral/STAR questions.Covered: Data structures & algorithms, Behavioral
C# Engineer (applied) / Test Engineer (interviewed for)
1Interview (role mismatch)TechnicalCandidate applied for a C# engineering role but was interviewed for a test-engineering role instead. A follow-up phone-screen was scheduled, the candidate missed a call and never heard back.Covered: Past projects, Behavioral
1Phone screenPhone screenStandard phone conversation after applying online, used to schedule the on-site.Covered: Behavioral
2On-site panel + Excel-skills presentationPresentationTwo weeks later, an on-site with a three-person panel (non-HR, from the hiring team) built around a candidate-prepared presentation covering Excel skills and prior projects. Poster noted the panel did not seem well-prepared to interview.Covered: Excel modeling, Past projects
11-on-1 interviewHiring managerApplied with resume only, waited about a month, then a single 1-on-1 interview that produced an offer.Covered: Resume deep-dive, Behavioral
1Behavioral + light technicalsBehavioralNominally two rounds but the candidate got the offer after the first. Mostly behavioral with a few basic income-statement questions.Covered: Behavioral, Financial modeling
1HR phone screenPhone screenThirty-minute fit conversation with HR covering background and interest.Covered: Behavioral
2Hiring manager phone screenHiring managerThirty-minute fit-and-background call with the direct reporting manager. Candidate described the process as very light, no technicals.Covered: Behavioral, Past projects
1Panel with two senior tax associates (Google Meet)PanelTwo senior tax associates on Google Meet asked basic behavioral questions and dug into experiences and skills from the resume.Covered: Behavioral, Resume deep-dive
21-on-1 with tax directorHiring managerFollow-up one-on-one with a tax director.Covered: Behavioral, Domain knowledge
What Motorola Solutions is hiring for now
863 open roles in our index. Advertised pay floors run $74k to $120k (median $90k, from 365 postings that state pay).
What is the interview process like at Motorola Solutions?
Motorola Solutions (public-safety radios, Avigilon video, CommandCentral SaaS. Chicago HQ) runs lightweight, low-round loops that read more like an industrial employer than a big-tech shop. Corporate/finance intern hiring in Chicago is often a single behavioral chat plus an HR screen. SWE new-grad hiring in Chicago/UIUC pipes candidates through a phone screen and a technical panel with coding but no FAANG-style bar-raiser. UK/EMEA candidates report loose, sometimes disorganised processes (interviewed for a different role than applied). It is NOT Motorola Mobility (Lenovo phones), and interview writeups for the phone business are irrelevant and were rejected.
What topics does Motorola Solutions test in interviews?
Commonly reported topics include Behavioral, Resume deep-dive, Past projects, Data structures & algorithms, Excel modeling, STAR stories.
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.
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