I was interviwing online for a role in lake forest in the device manufacturing unit. Got interview 1 month after applying. Screening with recruter was awesome. Made me feel comfortable and I was able to talk so much about my experience. Second round came right few days later with Hiring manager. Could not clear that round and 45 days after that round received confirmation that I was not selected. Typical questions from your resume and programming skills. I read somewhere if you have SAS certification you get the job. Well I had my certifcation with 95% score. Problem was the manager was very disinterested in the interview right from the beginning. After 1 min self introduction she only kept on asking back to questions without making it feel like a conversation. Recommendation for the interviewing team You might have several interviews in line so us we candidates. If obvious for us to be nervous. Its not hard for a hiring manager to build a conversational interview.

If you are on a short-term visa (student, graduate, dependant, etc.), I would advise against applying, as Abbott will not progress your application. Even if you successfully complete all interview stages and receive an offer, they may later retract it due to visa restrictions. After submitting my application, I received an email requesting additional details, where they stated that they do not consider applicants with short-term visas. Despite this, I reached out to negotiate, clarifying that I was happy to work within the visa constraints without expecting sponsorship. They then proceeded to invite me for a telephone interview. Two weeks later, I was invited for an in-person interview at Witney. The interview covered a mix of behavioural questions and statistical knowledge, along with a discussion about my university projects. The process was pleasant and conversational—the interviewers were friendly, engaged, and genuinely interested in my responses. I really enjoyed the experience! About two weeks later, I received a call from the Talent Acquisition (TA) team, informing me that they had already filled the role. However, they mentioned that my interview feedback was very positive and recommended me for a similar role in a different department, though I would need to interview again. The next interview was conducted online, and I appreciated that the interviewers focused on learning more about me and my potential contributions, rather than repeating the same questions. Once again, it was a very positive experience! The following day, I received a call from the TA team offering me the position, which I gladly accepted. However, they mentioned that they still needed to confirm my visa status with HR. In response, I submitted a negotiation proposal, outlining how I could work within my visa limits and proposing ways to reduce their visa-related concerns. Unfortunately, I didn’t receive a response for several days. Today, the TA team called to inform me that HR had confirmed they could not proceed with my offer due to company policy, which restricts hiring candidates with short-term visas. Although this was disappointing, I do not believe my overall experience was negative. The TA team was incredibly supportive, the interview process was well-structured and engaging, and the interviewers were professional and welcoming. I truly appreciate the opportunity. That said, I believe Abbott should clearly state in job listings that they only consider candidates with permanent Right To Work and immediately filter out applicants requiring sponsorship. This would prevent candidates from going through a process that ultimately leads to a retracted offer. Despite the outcome, I don’t see the process as a waste of time, effort, and money. I gained valuable insights into the team, the company’s success story, and their future plans. While I wish things had worked out differently, I still appreciate the experience.