Stryker's hiring process has seven steps, set out on its Hiring at Stryker page: you apply, have a phone interview with a recruiter, a phone interview with the hiring manager, a Gallup interview about your strengths, final interviews with the team, then an offer and onboarding.
Everything below comes from Stryker's careers site and its corporate pages, linked as we go. Where Stryker doesn't say something, we say so. The interview questions are ones to prepare for; Stryker doesn't publish its questions.
The Stryker hiring process at a glance
| Step | What happens | What Stryker says about timing |
|---|---|---|
| 1. Application | Apply through a referral link or the "Apply Now" button on the career site. | Not published |
| 2. Phone interview | A Talent Acquisition Business Partner (TABP) reviews your resume and emails you to set up a call. | Not published |
| 3. Hiring manager phone interview | If the TABP sees a fit, the hiring manager may schedule a call with you. | Not published |
| 4. Gallup interview | A trained analyst asks strengths-themed questions, by phone or online. | Not published |
| 5. Final stage interviews | If the TABP and hiring manager agree, the TABP schedules a series of interviews with the team. | Not published |
| 6. Offer | A verbal offer, then a formal offer letter, then an email about local preboarding such as background checks. | Not published |
| 7. Onboarding | You agree a start date and orientation with your TABP and/or HR business partner. | Not published |
What is the Stryker hiring process?
You apply online, then move through two phone interviews, a Gallup strengths interview and final interviews with the team before an offer. Stryker's careers site has a Talent Scout chat that can guide you through the application, and you track your applications in its Workday application dashboard. If no role fits yet, you can join Stryker's Talent Community.
Stryker works in MedSurg, Neurotechnology and Orthopaedics. Read the job description closely, because the final interviews are with members of the team you'd join.
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What is the Stryker interview process?
Stryker's interview process has four interview steps: a recruiter phone interview, a hiring manager phone interview, the Gallup interview and a series of final interviews.
- Recruiter phone interview. Stryker describes it as a chance for the TABP to hear about you and your skills. Be ready to walk through your resume and why you applied.
- Hiring manager phone interview. Stryker calls this a chance to get to know your potential manager, and suggests using it to ask about the manager, the team and the role.
- Gallup interview. Covered in the next section.
- Final stage interviews. After the Gallup interview, the TABP and hiring manager decide on next steps. If both agree, the TABP schedules a series of interviews with team members. Stryker doesn't say how many.
What is the Stryker Gallup interview?
It's an interview with a trained analyst that focuses on your talents and strengths. Stryker says it's conducted "over the phone/web-based platform" and that the analyst "will ask strengths-themed questions".
Stryker doesn't publish how long it lasts, what it asks or how it's scored, and its careers blog doesn't describe it either. To prepare:
- Know your strengths. Be able to name what you do best and give a real example of each.
- Answer with specifics. Talk about what you actually did and enjoyed, rather than what you think the analyst wants to hear.
- Be consistent. Your examples should match what you told the recruiter and the hiring manager.
Can you use AI in a Stryker interview?
For preparing, yes; during a live interview, no. Stryker's guidance on acceptable AI use, linked from its careers site, says you can use AI to research Stryker, practise interview questions, organise your examples and run mock interviews. It says you shouldn't use AI or other technology in real time to suggest or coach your answers, wear smart glasses or AI earbuds to get prompts, or record or transcribe a conversation without permission. In assessments, use AI only when the instructions allow it.
Stryker also says "AI does not make hiring decisions at Stryker. Hiring decisions are made by people." If you're unsure whether a tool is allowed, ask your recruiter before you use it. Standard assistive technology, such as screen readers and captioning, is always allowed; for anything beyond that, ask for an accommodation early.
How long does the Stryker hiring process take?
Stryker doesn't publish a timeline for any step. Ask your TABP on the first call what the next steps are and when you should expect to hear back.
What happens after the final Stryker interview?
If the decision is yes, you get a verbal offer. Once you accept, Stryker sends a formal offer letter, followed by an email with details of any local preboarding requirements, such as background checks. You then work with your TABP and/or HR business partner to set a start date and plan your orientation.
Common Stryker interview questions and how to answer them
The questions below are ones to prepare for, matched to Stryker's mission and values. Its mission is "Together with our customers, we are driven to make healthcare better", and its values are Integrity ("We do what's right"), Accountability ("We do what we say"), People ("We grow talent") and Performance ("We deliver"). Answer the "tell me about a time" questions in STAR form (situation, task, action, result); our STAR method guide shows how.
1. Tell me about yourself.
Give a two-minute summary that ends with why this role at Stryker. The TABP has your resume, so pick the two or three experiences most relevant to the job description rather than listing everything.
2. Why do you want to work at Stryker?
Link your answer to the mission of making healthcare better and to the business you'd join: MedSurg, Neurotechnology or Orthopaedics. Stryker's culture page says customers and patients are at the heart of what it does, so a concrete reason that connects your work to patients lands better than a general one.
3. What are your greatest strengths?
Expect this theme in the Gallup interview and elsewhere. Name two or three strengths and back each with a short example. Show what you do naturally well, and how you use it at work.
4. Tell me about a time you did the right thing when it was difficult.
Choose a situation where you spoke up, followed a rule under pressure or admitted a problem. This maps to Integrity: "We do what's right".
5. Tell me about a time you made a commitment and kept it under pressure.
Use STAR and show how you planned, flagged risks early and delivered. This maps to Accountability: "We do what we say".
6. Tell me about a time you helped someone else develop.
Describe coaching a colleague, onboarding a new starter or sharing what you knew. Stryker's People value is "We grow talent".
7. Tell me about a goal you achieved or exceeded.
Pick a result you can describe clearly, and explain what you did to get there. This maps to Performance: "We deliver".
8. Tell me about a time you built a strong relationship with a customer or stakeholder.
Show how you listened, earned trust and followed through. Stryker's culture page says "We care for each other and collaborate to win".
9. Tell me about a time you worked with another team to solve a problem.
Use STAR and focus on how you aligned on the goal and shared the work. If the role works across functions, pick an example that shows it.
10. Tell me about a time you left your comfort zone.
Choose a new role, project or skill that stretched you, and say what you learnt. Stryker's culture page describes being "passionately driven to deliver", and its careers site talks about growth.
11. Tell me about a mistake you made at work.
Pick a real one, own it and explain what you changed. Taking responsibility ties back to Accountability.
12. What questions do you have for me?
Stryker suggests using the hiring manager call to ask about the manager, the team and the role. Ask how success is measured in the first year, how the team works with other functions, and what the next steps in the process are.
How to prepare for a Stryker interview
- Read the job description and the business it sits in (MedSurg, Neurotechnology or Orthopaedics).
- Learn the four values and the mission so you can link your examples to them.
- Write down your strengths with one example each, for the Gallup interview.
- Prepare six to eight STAR stories covering integrity, commitments, developing others, results, relationships and a mistake. Our list of behavioural interview questions gives you more to practise on.
- Practise out loud, ideally in a mock interview. Stryker's guidance says AI-powered mock interviews are fine for preparing.
- Keep live interviews tool-free unless your recruiter has said otherwise.
- Prepare questions for the hiring manager about the team and the role.
Practising realistic work tasks
Interviews reward prepared stories. Doing the job well rewards judgement on realistic tasks, and that improves with practice. Cohesyve, which publishes this guide, runs practice job simulations for your role, with a scored report on where you lost marks. Cohesyve isn't affiliated with Stryker and doesn't use Stryker's interviews or questions.
FAQs
How many interviews does Stryker have?
Stryker describes four interview steps: a recruiter phone interview, a hiring manager phone interview, a Gallup interview and a series of final interviews with the team. It doesn't say how many final interviews there are.
What is a TABP at Stryker?
A Talent Acquisition Business Partner, Stryker's term for the recruiter who reviews your resume, runs the first phone interview and schedules later interviews.
Is the Stryker Gallup interview a test?
Stryker calls it an interview with a trained analyst who asks strengths-themed questions. It doesn't publish how it's scored.
Can I use ChatGPT to prepare for a Stryker interview?
Yes. Stryker's AI guidance welcomes AI for research, practising questions and mock interviews. Don't use it during a live interview.
Does Stryker do background checks?
Stryker says the email after your offer letter covers local preboarding requirements, such as background checks.
Will Stryker ask me for money during hiring?
No. Stryker says it will never ask for payment, financial information or sensitive personal details as part of recruitment.
Sources
Stryker's own pages, checked 27 October 2026:
- careers.stryker.com: Hiring at Stryker
- careers.stryker.com: Careers home
- Stryker: Acceptable AI use in Stryker's hiring process (PDF linked from careers.stryker.com)
- stryker.com: About Stryker
- stryker.com: Our culture