Manager applicants have rated the interview process at ServiceNow with 3.4 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 45% positive. To compare, the company-average is 51.7% positive. This is according to Glassdoor user ratings.
Candidates applying for Manager roles take an average of 10 days to get hired, when considering 11 user submitted interviews for this role. To compare, the hiring process at ServiceNow overall takes an average of 28 days.
Common stages of the interview process at ServiceNow as a Manager according to 11 Glassdoor interviews include:
Phone interview: 33%
Group panel interview: 20%
Skills test: 13%
One on one interview: 13%
Personality test: 7%
Drug test: 7%
Background check: 7%
Here are the most commonly searched roles for interview reports -
I applied online. The process took 2 weeks. I interviewed at ServiceNow
Interview
The interview process was well-organized and efficient. Communication remained consistent throughout, and each round focused on situational and behavioral questions. The experience reflected a respectful, people-first culture with clear expectations and timely feedback.
Interview questions [1]
Question 1
How do you approach building trust and alignment within a newly formed team?
Interview process over a few months with a recruiter screening up front and then meeting with hiring manager and 3-4 others on the team / key stakeholders that interact with the team. Mostly behavioral interviews with one case interview.
I applied online. I interviewed at ServiceNow (Santa Clara, CA) in Dec 2025
Interview
Process:
Completed 4 rounds total — recruiter screen followed by 3 technical/behavioral interviews with the team. Was told feedback was positive and that a final round with the VP would be scheduled after the holiday break.
The recruiter confirmed this in writing and said they would keep me updated once interviews resumed.
It's now nearly a month past the promised timeline. No follow-up, no update, no rejection, nothing. Complete silence.
Bottom line:
If you're going to run candidates through 4 rounds, tell them feedback is positive, and promise a final round — follow through or at least have the decency to send a rejection. Ghosting candidates after that level of investment is disrespectful of their time.
Interview questions [1]
Question 1
Walk me through a technically challenging project and what went wrong.