Vehicle Quality Engineering Analyst Interview Applied on their website in the middle of august. 2 Days later recruitment hr emailed me to confirm my eligibility for a P.Eng license. I already had some idea of the toxic environment in Toyota Canada plants where they keep hiring people and burning them out with ridiculous hours and tasks. I thought of giving it a shot to have Toyota on my resume for a year or two. Next, I was asked to provide a written example of a technical problem I solved in a structured way. Similar to Toyota business practice steps. Although unethical HR wanted to see confidential data like drawings, actual data, actual pictures, actual 3d scans. She claimed that they will not share with others and just keep it with them! I declined to share confidential data but shared what I did to solve a problem in the text. Same HR after reviewing my written report then scheduled a 60-minute phone call next week through Microsoft teams (camera not required). I was asked multiple competency-based behavioral (STAR type) questions and 2-3 problem-solving examples. HR was taking notes of everything. I had the opportunity to ask questions myself about the company and its role. I was told the whole interview process takes 1-2 months. There are multiple plants, multiple vehicle modules, and 3 managers with multiple VQE analysts under them. The job description is not specific to any role. They see where they can fit me based on which manager likes me! I was told at the end of 60 minutes I would be recommended for an interview with one of the 3 managers and that they would get back to me next week. The interview set up with the quality manager took its own sweet time and happened at the end of September after they ghosted me in between with very few updates. HR Manager took over the HR process by this time. I was given a detailed description of how the 1-hour interview will be structured before the interview happened. - HR Manager emphasized the interview not being for any specific open roles! - Quality manager gave an introduction about himself and his department. - Standard HR type screening questions - I waked through education and work history. They asked some follow-up questions. What I did? When? Where? - STAR-based competency questions to determine how I work? why? how I make decisions? I was told task and action were more important than S and R. They want to understand my BRAIN! - Competency for this role based on job description: Hands-on problem-solving, Innovate, results-driven, work together (gain consensus), collaboration skills, project management skills - Technical problem-solving example I was told again to prepare slides with actual drawings, data, scans, actual specifications to see the step-by-step problem-solving process. I again reiterated I cant share confidential data from my old OEM job and I don't even have access to it after leaving the job. - HR type closing questions - I asked questions Got a call half an hour later that they want me to interview with the senior manager next. The HR manager said I didn't show actual data or pictures. Toyota is a very visual communication company! Don't use acronyms. Structure the STAR responses better. I was told to clearly explain the situation a lot more before going to task and action. I was told before the interview to focus on task and action! Interview with Sr Quality Manager scheduled 2 weeks later. I already had 2 other job offers ready and accepted one by this time. Toyota's hiring process is very lengthy and sketchy. HR Manager again explained the structure of the interview before the actual interview. Mostly the same as before. Questions would probe more and ask about the same competencies in a different situation. This time I did make some slides to show the area of defects on the car but I still did not include old OEM confidential data they asked for. What I showed was enough to explain the situation in a visual way without sharing the old job's proprietary data. The interview went a little over 1.5 hours. The senior quality manager asked why I am not showing him actual drawings with specifications, cmm data, atos 3d scan visuals, actual 5 why, etc. I reiterated again it's all confidential and I don't even have access to it after leaving that company. The senior quality manager said he understood. Had a good 10 min discussion/debate about a business process at my old OEM job which Toyota did differently. They wanted to know why my old OEM dept. had some requirements and what was its use. Not related to me or the role really. When I would probe into their processes and requirements I would get only high-level answers but they wanted all specifics about my old OEM job processes. Got a call the next day in the morning saying they are not going to move forward with my candidacy because I didn't share actual pictures, drawings, graphs, scans, etc. Everything else was good. Hr manager said I can apply again in the future and told me indirectly to steal data from my new job so I can show those examples to them next time! I again said I cannot share such stuff but I can speak to it like in the interview. HR Manager said other people from my old company have shared such details before. If I cannot share actual stuff then I was told to make sketches. Reproducing proprietary information from the brain is still unethical! She said she didn't know what kind of confidential agreement I had. Total BS gaslighting. This virtual interviewing with presentations started with Covid and people have been hired with just speaking to problems and without actual pictures and data. I reached out to few people at my old OEM where people from Toyota now work and they said they never had to share such details. This was just a knowledge-grabbing effort by Toyota. I got a very good mock interview experience for this. This experience confirms that all the negative reviews on glassdoor are true. They burn you out and have a toxic culture. Interview Questions Q: Written example showcasing structured approach to technical problem-solving? Q: Are you eligible for a P.Eng license? Q: Walk me through your educational qualifications. Q: Walk me through your work history. Q: What would your current manager or team say about you? Your strengths and weaknesses? Q: Why did you apply for this role and not any other roles? Q: Why do you like the quality field and not any other field? Q: Why do you want to work for Toyota and not any other company? Q: STAR example for managing difficult employees or managing conflict. Q: STAR example for relationship building with coworkers? Q: Do you like working on the floor or desk? Q: Do you have vehicle teardown experience? What hand tools do you have experience using? Q: Are you comfortable working overtime? Different shifts? Weekends? Q: Are you comfortable working at both Cambridge and Woodstock as per business needs? Q: What can you bring to the table if hired? Q: What do you think you lack for this role? Q: How soon can you join if an offer is made? Q: Technical problem solving with teamwork? For anyone desperate enough to still join Toyota, this review and list of questions are your cheat codes. I would not recommend anyone to work for Toyota Canada long term. Do it for a short period to have them on your resume. Most hires and management are from the university of waterloo. if you are not from that club you are just part of the group that will be burned out. Many job postings stay open on their website for years because they keep interviewing and keep candidates on standby because there is a constant churn of people due to a toxic culture. #Auto #toyota #gm #ford #chrysler #rivian #tesla #lucid #waymo #cruise #interview #toyota #canada #amazon #toxic