Adidas runs a fairly structured hiring process that varies by function but tends to follow a consistent arc: an initial recruiter screen, a hiring manager conversation, and then a panel or competency-based interview that leans heavily on behavioral questions. For tech and digital roles (the company has a large tech hub in Amsterdam and Portland), expect a mix of technical assessment and culture fit. For commercial, brand, marketing, and product roles, the behavioral component is the whole game.
Adidas publicly values a few things in their interviews: their "Creator" culture (they want people who bring original thinking, not just execution), sustainability literacy (the company has made big public commitments and interviewers do ask about it), and cross-functional teamwork in a matrixed org. Expect questions about influence without authority, navigating ambiguity, and how you've driven impact in a large company where lots of people have a say.
Compensation tends to be slightly below pure-tech market rate but above typical retail/consumer brands. Benefits, especially the product discount, are frequently mentioned. Office return expectations vary by role and hub.
Read the full Primly report at /community/behavioral-interview-questions/adidas
(Posted by Primly Team. Last updated June 2026.)