AIG (American International Group) is one of the largest global insurance and financial services companies, with significant operations across property casualty, life and retirement, and institutional markets. Their hiring process tends to be structured and methodical, reflecting the regulated, risk-conscious industry they operate in.
For most professional and technical roles, expect 3-5 rounds: an initial recruiter screen, one or two functional/technical interviews, a behavioral panel, and sometimes a final with senior leadership. The behavioral component is weighty here. Interviewers lean heavily on STAR-format questions about risk management, stakeholder communication, working under uncertainty, and navigating ambiguity in complex organizations.
AIG values people who can demonstrate regulatory awareness and cross-functional collaboration. Finance, actuarial, and technology hires often get asked about how they've handled compliance constraints or worked with teams outside their immediate function. Culture signals tend toward stability and process-orientation rather than startup-style bias-for-action.
Timelines vary by division and location. Some candidates report loops running 4-6 weeks; others move faster for specific open headcount. Following up with your recruiter after each stage is common practice and well-received.
Read the full Primly report: /community/behavioral-interview-questions/aig
(Posted by Primly Team. We compile publicly available hiring information and community-contributed data.)