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 forum handle, so we could not verify the authors’ identities.
1Team video interviewPanelAbout 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)
1Recruiter phone screenPhone screenA short call of roughly fifteen minutes covering education and prior work experience at a general level, with no technical content.Covered: Resume deep-dive
2Two-day on-site hiring eventAssessment centreInvited 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
3Department panel interviewPanelA 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
1Single interviewHiring managerHe 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)
1HR screeningPhone screenA recruiter screen following an online application. The whole process ran under a month.Covered: Resume deep-dive
2Global Trade panelPanelA 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.Covered: Behavioral, Excel modeling, Regulatory compliance
Principal Procurement Specialist, Collins Aerospace (Phoenix, AZ, remote)
1HireVue on-demand video interviewOnline assessmentA 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
2Panel interviewPanelTwo 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.Covered: Behavioral, STAR stories
1Rounds 1-3: Technical interviewsTechnicalThree separate technical interviews, all of which went well by the candidate's account.Covered: Past projects, Domain knowledge
2Final meetingFinalA 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.Covered: Behavioral
Embedded Cybersecurity Software Engineer I, Collins Aerospace (Iowa)
1Behavioral interview with senior engineering managerBehavioralA 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.Covered: Behavioral, Past projects
Embedded Linux Engineer, Collins Aerospace (El Segundo, CA)
Received an offer
Experienced, formal offer came in about $11k below a competing Boeing offer with an $18k smaller signing bonus. 1 round. Shared by u/Baron_young in r/Raytheon on reddit, 2025-11-13
1Team interviewPanelThey 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.Covered: Past projects
Applicant to two Collins Aerospace roles (non-engineering)
1HireVue recorded interviewOnline assessmentBoth 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
1Behavioral phone interviewPhone screenSourced 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
What RTX is hiring for now
4,592 open roles in our index. Advertised pay floors run $44k to $76k (median $51k, from 206 postings that state pay).
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.
TheJobsMap