Across RTX's three businesses the loop is unusually behavioral for an engineering employer: a short recruiter or HR phone screen (or, at Collins, a recorded HireVue video round), then a panel or a run of back-to-back one-on-one conversations with the hiring manager, the team and often an HR or director-level person, almost all of it driven off the resume and STAR-style teamwork/leadership stories rather than coding or whiteboard problems. Campus and intern hiring frequently runs through an event format instead of a single interview: multi-day on-site hiring events at Raytheon's Tucson and Boston-area sites, and finance superdays where candidates cycle through several 30-45 minute interviews with senior finance leaders, sometimes with a facility tour attached. Technical depth scales with seniority - entry-level engineering loops are almost purely behavioral while experienced hires report three technical rounds plus a final, and corporate finance is the one place candidates hit real three-statement and valuation questions. Offers are conditional on a background check and drug screen, and defense roles gate on US citizenship and clearance eligibility long before an interview.
These 10 writeups cover finance, aerospace engineering, electrical engineering and other roles. 7 of them were posted under a pseudonym (Reddit, GeeksforGeeks or forum handles), so we could not verify the authors’ identities.
Typical rounds
1.51-3 range
Outcomes shared
6/1offer / not
Most common round
Panel
Sources span
2016 - 2026
Most frequently reported · Behavioral(7), Past projects(4), Resume deep-dive(4), Domain knowledge(3), STAR stories(3)
RTX’s official process
RTX's own careers site describes a four-step funnel: apply (with a resume tailored to the posting, referral encouraged), recruiter review against the basic qualifications, an interview stage it says 'typically involves several steps', then a background check scaled to the role before an offer and onboarding. The same page confirms that official interview requests and offers can come from @hirevue.com and @workday.com addresses as well as @rtx.com / @collins.com / @prattwhitney.com, which corroborates the recorded video-interview stage candidates report. Raytheon's older college-recruiting guide (still hosted on the company's talent CDN) adds the campus path: online profile and application first, on-campus or phone interview, then an on-site interview whose shape 'can vary throughout our businesses and locations', and an offer packet that includes a background check and a physical screen with a drug test. Neither page describes a clearance interview; job postings gate on US citizenship and clearance eligibility instead.
About a month or two after applying through the Pratt & Whitney careers site, a Zoom call with several members of the team she would join, structured around walking through the experiences on her resume. She describes it as conversational rather than an interrogation, with plenty of time for her own questions. The offer call came roughly a month later.
Covered · Resume deep-dive, Past projects, Behavioral
Configuration Management Intern, Raytheon Missile Systems (Whole Life Systems Engineering)
Internship
Received an offereligible to continue as a remote co-op during the final semester, then full-time3 rounds
1
Recruiter phone screenPhone screen
A short call of roughly fifteen minutes covering education and prior work experience at a general level, with no technical content.
Covered · Resume deep-dive
2
Two-day on-site hiring eventAssessment centre
Invited to Tucson for two days of company seminars and team introductions. Candidates circulate and talk to department managers, and a manager who sees a fit offers a formal interview for the following day, so the event itself functions as the screen.
Covered · Domain knowledge
3
Department panel interviewPanel
A 45-minute panel with two managers from the hiring department. She found it fairly challenging and it was made up of multiple behavioral questions needing concrete professional examples.
Covered · Behavioral, STAR stories, Conflict handling, Leadership
He applied to several entry-level developer postings after an alumnus pointed him at Collins specifically, and the whole loop was one interview. He was told afterwards that a few other candidates still had to be seen; the offer arrived by email the next morning.
Transfer Pricing / Global Trade Intern, Raytheon (Farmington, CT)
Internship
Received an offer2 rounds
1
HR screeningPhone screen
A recruiter screen following an online application; the whole process ran under a month.
Covered · Resume deep-dive
2
Global Trade panelPanel
A panel with senior members of the Global Trade team that read straight through the resume, asked mostly behavioral questions, and probed prior exposure to global trade work and to Excel. A drug test and background check followed the offer.
Principal Procurement Specialist, Collins Aerospace (Phoenix, AZ, remote)
Experienced
Outcome not shared2 rounds
1
HireVue on-demand video interviewOnline assessment
A recorded, no-interviewer HireVue interview whose questions they describe as mostly technical and very specific to the procurement job itself rather than generic.
Covered · Domain knowledge
2
Panel interviewPanel
Two days after the recorded round they were invited to a live panel with hiring managers and the team. Notably the invitation email itself contained preparation guidance and sample behavioral prompts.
Three separate technical interviews, all of which went well by the candidate's account.
Covered · Past projects, Domain knowledge
2
Final meetingFinal
A closing conversation after which they were told they had been selected for the role. The offer never arrived because a hiring freeze intervened; in a follow-up the hiring manager praised their performance but advised them to keep job hunting, with no firm timeline.
Embedded Cybersecurity Software Engineer I, Collins Aerospace (Iowa)
New grad
Outcome not shared1 round
1
Behavioral interview with senior engineering managerBehavioral
A behavioral conversation with a senior engineering manager who explicitly said the candidate's lack of cybersecurity background was not a problem, given their embedded systems knowledge. At the end they were told the next step would be an on-site interview.
Embedded Linux Engineer, Collins Aerospace (El Segundo, CA)
Experienced
Received an offerformal offer came in about $11k below a competing Boeing offer with an $18k smaller signing bonus1 round
1
Team interviewPanel
They met the El Segundo embedded team during the interview and rated the team highly, which was the deciding factor against a better-paid competing offer at another aerospace employer. A formal written offer followed.
Applicant to two Collins Aerospace roles (non-engineering)
Experienced
Not selected1 round
1
HireVue recorded interviewOnline assessment
Both applications went straight from the online application to a recorded HireVue interview. One req was cancelled outright a month later and the other went silent; a previous Collins application had been rejected the day after applying.
Finance Intern, United Technologies aerospace/defense side (Hartford, CT) - legacy pre-RTX
Internship
Received an offer1 round
1
Behavioral phone interviewPhone screen
Sourced by a recruiter, a straightforward behavioral call: why this company, walk me through your resume, a time they had to make a difficult decision, and a time they faced adversity. In both story questions the interviewer pushed them to tie the example back to the summer role itself.
Covered · Behavioral, STAR stories, Resume deep-dive
Across RTX's three businesses the loop is unusually behavioral for an engineering employer: a short recruiter or HR phone screen (or, at Collins, a recorded HireVue video round), then a panel or a run of back-to-back one-on-one conversations with the hiring manager, the team and often an HR or director-level person, almost all of it driven off the resume and STAR-style teamwork/leadership stories rather than coding or whiteboard problems. Campus and intern hiring frequently runs through an event format instead of a single interview: multi-day on-site hiring events at Raytheon's Tucson and Boston-area sites, and finance superdays where candidates cycle through several 30-45 minute interviews with senior finance leaders, sometimes with a facility tour attached. Technical depth scales with seniority - entry-level engineering loops are almost purely behavioral while experienced hires report three technical rounds plus a final, and corporate finance is the one place candidates hit real three-statement and valuation questions. Offers are conditional on a background check and drug screen, and defense roles gate on US citizenship and clearance eligibility long before an interview.
What topics does RTX test in interviews?
Commonly reported topics include Behavioral, STAR stories, Resume deep-dive, Past projects, Conflict handling, Leadership.
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.
