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 pseudonym (Reddit, GeeksforGeeks or forum handles), so we could not verify the authors’ identities.
Typical rounds
2.11-3 range
Outcomes shared
0/2offer / not
Most common round
Phone screen
Sources span
2019 - 2026
Most frequently reported · Behavioral(6), STAR stories(6), Aptitude(4), Customer scenarios(3)
Progressive’s official process
Progressive publishes its full funnel. Applications are screened against must-have qualifications, then a role-dependent mix of an online assessment or simulation, a recruiter phone screen, and/or a self-recorded video interview (re-recording an answer before submitting is allowed), followed by a hiring-manager interview in person or by video. The company states its interview questions use the Targeted Selection behavior-based model developed by DDI and tells candidates in advance to prepare STAR answers; its own guidance page walks through a mock Claims interview and scores a weak versus a strong STAR answer. The separate assessment page says to allow at least 50 minutes, that the assessment probes problem solving, reasoning and communication plus customer-service approach, multitasking, work style and adaptability, that no studying is expected, that results arrive within about two business days, that a qualifying result stays valid for two years, and that a non-qualifying result locks you out for six months. Offers are contingent on a background check. (Live careers site is behind a Cloudflare interstitial from this box; content read from the Internet Archive captures of the same pages, 2026-06-24 and 2026-09-05.)
Behavioral·STAR stories·Targeted Selection·Customer scenarios·Conflict handling·Situational judgment·Case study
Interview experiences at Progressive
Outcome
Claims Adjuster Trainee
Experienced
Not selected$55,000 salary they were prepared to accept3 rounds
1
Online assessmentOnline assessment
A pre-employment assessment gate before any human contact. The author cleared it and moved on.
Covered · Aptitude, Customer scenarios
2
Recorded video interview (HireVue)Phone screen
A one-way recorded interview on HireVue with no interviewer present. The author passed this stage.
Covered · Behavioral, STAR stories
3
Live video interviewHiring manager
A 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
The author cleared Progressive's pre-employment assessment as the first gate.
Covered · Aptitude
2
Recorded video interviewPhone screen
A recorded video interview that the author passed before being scheduled with the hiring team.
Covered · Behavioral, STAR stories
3
In-person interviewHiring manager
An 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.
The 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.
A 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.
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.
