Stryker has a unique interview process which is flawed. Here is how it works: 1. Short first round interview (45 min or less) designed to weed out the talent pool and not give the hiring manager and candidate enough time to get too attached. 2. Take the talent assessment by Gallup. This is a rapid fire 80 question personality profile taken in 45 min which was designed in the 70s. It has been shown to be wrong 25% of the time, yet if you don't pass it, hiring you is literally impossible. It isn't hard to game the system. Just do some research ahead of time. 3. Case study where they give you a scenario and have you present your strategy. Bottom line - the Gallup is a non-starter for me. Not giving managers the autonomy to hire who they want makes me wonder why they have management at all...

It was a brief phone interview followed by a gallup assessment, where they said they would call back for follow up. They followed up with me via an automated email two days later to let me know I had not made it