I've placed a few people at BMS and I've also done my own research talking to candidates who've been through the process. Here's what the recruiter phone screen at BMS typically covers, and more importantly, what it's for.
What it actually is: The BMS recruiter screen is a 20-30 minute call, usually with a talent acquisition partner (not an agency recruiter). The goal from their side is: verify you're not a mismatch on level/location/visa, explain the role and team, and do a light gut-check on whether you'll survive the technical rounds. They are not evaluating your technical depth at this stage.
What they typically ask: Walk me through your background (keep this under 3 minutes). What's bringing you to BMS specifically, or to pharma/life sciences? What's your current situation: employed, available immediately, notice period? Are you comfortable with the on-site/hybrid expectations for this role? (Some BMS Digital roles require occasional travel to Princeton or NYC.) Salary expectations (they ask early; have a number or range ready).
What trips people up: The question I hear candidates fumble most is "why BMS" or "why pharma". If your answer is just "I like the mission" with nothing specific, the recruiter hears that every day. Research one or two things BMS is actually doing in digital health or oncology data and tie it to your background. It takes 10 minutes to find and it stands out.
Also: if you have visa constraints, tell them in this call. Do not wait. I've seen people go through three rounds and then get stuck on sponsorship timing. BMS does sponsor H1B transfers but it takes planning and some roles are excluded. Ask directly.
One more thing: Ask the recruiter the hiring timeline, how many people are in the pipeline, and who makes the final decision. They'll usually tell you. This helps you calibrate how much follow-up is normal versus annoying.