What is the hiring process like at General Motors (GM)?

Nothing as such, outside it looks flashy

No job growth, internal promotions are fixed, internal interview process is just eyewash

Great people, easy interview process, hybrid, flexible

Project I was assigned to was a little pointless

Team work, nice management, learning opportunities

The company is hiring executives from west coast

Great exposure to different technologies and pretty good work life balance.

Team culture varies greatly from team to team. Upper management has a hard time determining what projects should take priority so many new projects were worked on only to have the plug pulled on them very close to completion. Due to hiring freezes that frequently happen internal people get promoted into roles that they shouldn't be in or positions are left vacant for very long periods of time.

In the past, it was a great company to work for.

The new performance evaluation process, where 5% need to be let go, has changed the culture. It has become competitive, political, and very stressful. I felt targeted because I was released due to "low performance" even though I contributed significantly and had exceptional reviews in the past.

Easy interview process and entry-level job is low stress.

Basically impossible to get a raise/promotion.

Decent day-to-day work culture within the team, especially when you land a good group Exposure to real, large-scale automotive software projects Reasonably stable contract work for the duration of the engagement

Favouritism over merit in hiring decisions. After 3 years of consistent delivery on the same project, I was put through the full new-hire interview gauntlet for a permanent role — same panel rounds a fresh external candidate would face. Fair enough in principle, but the outcome told a different story: the role went to a former team member who had been laid off in 2024 and hadn't worked since, who also happened to be the manager's personal contact. Three years of proven output counted for less than who you know. Interview process quality is inconsistent. One of my technical rounds was conducted by someone who appeared unfamiliar with Kotlin/Android development. They couldn't follow a standard Suzuko-style problem solution — which raises legitimate questions about whether evaluations are actually merit-based or just a formality. Managers speak poorly of departing contractors. After leaving, I heard through contacts that the manager was telling people I "wasn't good enough in interviews — how did he survive 3 years?" That kind of backstabbing after years of contribution is unprofessional and says more about the culture at the leadership level than it does about any individual. Underinvestment in engineers. The company is notably stingy when it comes to spending on its technical workforce — training, tools, growth opportunities. Not a place that actively develops its engineers. Equity is a stated value, not a practiced one. GM talks about equity and inclusion, but in practice, internal networks and manager relationships drive outcomes more than performance.

Good benefits and pay. Can gain experience in a variety of areas since vehicle production is a complex process.

Currently following a "performance culture" which centers on self promotion instead of team effort. Automotive industry is very volatile.

1. GM is inclusive, no hiring decision is made by gender, age, region, belief, sexual orientation etc; 2. GM is glad to invest employees for support long-term development, exp. coaching is a crucial skillset I've learnt here; 3. Team collaboration/innovation are highly encouraged here.

1. As mature platform, the process is quite complex and long, you have to take a lot of time to make sure your behaviors are fitting in the process; 2. Although innovation is encouraged here but sticking with current rules and policy/strong control culture is still the mainstream culture here.

A wide variety of engineering opportunities

The goal setting and performance assessment process