Progressive runs a highly standardized, largely automated funnel for its high-volume insurance roles: an online pre-employment assessment, then a recorded one-way video interview (candidates repeatedly name HireVue), and finally a live interview with the hiring manager over video or phone. Every interview stage is behavioral, built on DDI's Targeted Selection model, and candidates are explicitly expected to answer in STAR format. The company publishes its own prep material and even a demo interview video. Candidate accounts agree that the situational STAR questions in the live round are the real filter, and that little or no insurance-specific technical knowledge is tested for entry-level claims and customer-care jobs.
These 7 writeups cover claims adjusting, customer service, insurance sales and other roles, US only. All of them were posted under a forum handle, so we could not verify the authors’ identities.
Experienced, $55,000 salary they were prepared to accept. 3 rounds. Shared by u/Fickle_Ad_3043 on reddit, 2025-03-12
1Online assessmentOnline assessmentA pre-employment assessment gate before any human contact. The author cleared it and moved on.Covered: Aptitude, Customer scenarios
2Recorded video interview (HireVue)Phone screenA one-way recorded interview on HireVue with no interviewer present. The author passed this stage.Covered: Behavioral, STAR stories
3Live video interviewHiring managerA live video conversation built entirely of situational behavioral prompts answered in STAR form, including going above and beyond the job description and handling a difficult problem. The rejection email attributed the decision to other candidates showing stronger decision making, workload and time management, and customer-service outcomes.Covered: Behavioral, STAR stories, Conflict handling
Claims Adjuster Trainee
Outcome not shared
Experienced. 3 rounds. Shared by u/Swissikena on reddit, 2019-12-29
1Online assessmentOnline assessmentThe author cleared Progressive's pre-employment assessment as the first gate.Covered: Aptitude
2Recorded video interviewPhone screenA recorded video interview that the author passed before being scheduled with the hiring team.Covered: Behavioral, STAR stories
3In-person interviewHiring managerAn on-site interview with the claims team. The author prepared by drilling STAR responses, coming from corrections, case management and autism-services work rather than insurance.Covered: Behavioral, STAR stories
Claims Adjuster Trainee
Outcome not shared
Experienced. 2 rounds. Shared by u/Bubblecat1717 on reddit, 2025-02-08
1Online assessmentOnline assessmentThe author applied and completed the assessment shortly after applying, coming from an inside-sales call-centre job.Covered: Aptitude, Customer scenarios
2Recorded video interview (HireVue)Phone screenAn invitation email described a roughly 20-minute short video interview on HireVue for the Claims Adjuster Trainee role.Covered: Behavioral, STAR stories
1Online assessmentOnline assessmentThe author passed the assessment stage attached to the customer-service application.Covered: Customer scenarios, Aptitude
2Recorded video interview (HireVue)Phone screenA recorded HireVue interview completed before any live conversation. The author was then waiting to hear about a one-on-one interview.Covered: Behavioral, STAR stories
Insurance Agent (licensed sales)
Not selected
Experienced. 1 round. Shared by u/j-mpizza on reddit, 2024-05-22
1Recorded video interviewPhone screenThe author applied twice and both times was cut immediately after the first video interview, despite holding property and casualty plus life, accident and health licences. They attribute the rejections to their STAR answers rather than credentials.Covered: Behavioral, STAR stories
Legal Assistant (legal department)
Outcome not shared
Experienced. 3 rounds. Shared by u/SimilarPut7483 on reddit, 2026-07-27
1Recorded video interviewPhone screenThe loop opened with a video interview, after which the author waited about three weeks for the next step.Covered: Behavioral
2Second interviewHiring managerA second interview scheduled with the legal team for a hybrid role (four days remote, one in office).Covered: Behavioral, STAR stories
3Third interviewFinalA third and final interview booked for the following week, so corporate/legal roles run a longer live sequence than the claims funnel.Covered: Behavioral
Insurance Defense Attorney (in-house ID)
Outcome not shared
Experienced. 1 round. Shared by u/fountainpen88 on reddit, 2026-02-22
1Case studyCase studyA candidate going through Progressive's in-house insurance-defense attorney loop reports that a case study forms part of the interview, which is a departure from the purely behavioral funnel used for claims and customer care.Covered: Case study, Domain knowledge
Progressive interviews: FAQ
What is the interview process like at Progressive?
Progressive runs a highly standardized, largely automated funnel for its high-volume insurance roles: an online pre-employment assessment, then a recorded one-way video interview (candidates repeatedly name HireVue), and finally a live interview with the hiring manager over video or phone. Every interview stage is behavioral, built on DDI's Targeted Selection model, and candidates are explicitly expected to answer in STAR format. The company publishes its own prep material and even a demo interview video. Candidate accounts agree that the situational STAR questions in the live round are the real filter, and that little or no insurance-specific technical knowledge is tested for entry-level claims and customer-care jobs.
What topics does Progressive test in interviews?
Commonly reported topics include Behavioral, STAR stories, Targeted Selection, Customer scenarios, Conflict handling, Situational judgment.
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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