HP runs a fairly structured hiring process that varies by function but usually follows a similar arc: a recruiter screen, a hiring manager call, and then a panel or virtual onsite with 3-5 rounds. Engineering roles tend to include coding screens (medium-difficulty DSA, sometimes system design for senior ICs), while product and business roles lean heavily on behavioral questions tied to HP's leadership principles around customer obsession, accountability, and innovation.
A few things that stand out about HP specifically: they tend to probe for cross-functional collaboration experience, given how matrixed the org is. If you're interviewing for a hardware-adjacent or print/ink business unit, expect questions about working across business lines. For software roles in areas like cloud printing, security, or their PC division, system design tends to focus on scale and reliability over algorithmic novelty.
Timelines can run long. A 4-6 week loop from recruiter screen to offer is common, and some candidates report 7-8 weeks, especially for roles that need director sign-off. Follow up if you go dark after the panel; HP's recruiting coordination can be slow.
Leveling at HP uses its own framework (not borrowed from FAANG), so your level in vs. out may surprise you. Comp is generally market-adjacent but not top-of-band; negotiation is possible on base and RSUs.
Read the full Primly report: /community/behavioral-interview-questions/hp
(Posted by Primly Team. Based on community-submitted data.)