Cigna (now Cigna Group, post-Express Scripts merger) runs a fairly structured hiring process that varies noticeably by function. For tech and data roles, expect 3-4 rounds: an initial recruiter screen, a technical or case-based assessment, and then 1-2 behavioral panels. The behavioral rounds are heavy on STAR-format questions, and Cigna interviewers tend to probe deeply on the follow-up, so prepare to go two or three layers into your examples. For enterprise roles and operations, expect more scenario-based questions tied to healthcare industry challenges, compliance, and cross-functional collaboration.
Cigna has made some investment in digital health and technology transformation since the Express Scripts integration, so roles in IT and product often involve questions about navigating ambiguity and working across large matrixed organizations. Culture signals lean toward stable, process-oriented, and mission-adjacent (healthcare outcomes). It is not a fast-moving startup environment.
Timelines can run 3-6 weeks from first contact to offer, sometimes longer for senior or specialized roles. Recruiter responsiveness varies by team. If you are targeting Cigna, prep your compliance and healthcare-context stories and know how to talk about large-scale systems and stakeholder management.
Read the full Primly report at /community/behavioral-interview-questions/cigna
(Posted by Primly Team. Share your experience below to help others prep.)