Its values, its interview process and the questions it asks, in short episodes. Listen on a walk, then practice.
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GM operates in arguably the most competitive industry on the planet right now. Tesla, BYD, the Chinese EV makers, Ford, Stellantis, Toyota, and Hyundai-Kia are all reshaping the market. This synthesizing module ties together everything from the previous nine modules into the single most important interview answer: a compelling, well-researched "Why GM?"
GM's four core North American brands — Chevrolet, GMC, Cadillac, and Buick — each serve a distinct market segment. Interviewers commonly ask candidates about their favorite GM vehicle or which brand resonates with them, and a thoughtful answer signals genuine interest in the company. This module gives candidates a working knowledge of each brand and how to talk about them credibly.
This is the practical workshop module: a curated library of real questions GM has asked candidates, organized by theme, with worked example answers using the STAR method. Candidates can use this to practice and to identify gaps in their story library.
GM's interview process typically includes a recruiter screen, a HireVue recorded video interview, and one or two panel interviews with team members and managers. This module gives candidates concrete, tactical advice for each stage — including what HireVue looks for, how the recorded interview is scored, and what to expect from the in-person panels.
Safety is the single most load-bearing cultural value at GM, and it traces directly to the 2014 ignition switch crisis. GM expects every employee — engineer, manufacturing leader, supply chain analyst, even office workers — to be able to talk about safety. This module covers the history, the "Speak Up for Safety" program, and how candidates should weave safety into their interview answers.
GM is in the middle of a fundamental engineering transformation: from hardware-defined cars to software-defined vehicles, with a centralized computing architecture launching in 2028 and a deep partnership with NVIDIA powering AI in vehicles, factories, and robotics. This module covers what this means technically, what GM is hiring for, and how engineering candidates can frame their fit.
In December 2024, GM made the dramatic decision to wind down Cruise — the autonomous robotaxi business it had spent over $10 billion on — and refocus those efforts on Super Cruise, its hands-free driver assistance product. This module explains the decision, the technology shift, and what it tells candidates about GM's willingness to walk away from sunk costs.
General Motors took $7.9 billion in EV-related charges in 2025, restructured battery production, and dramatically slowed its EV ambitions while reaffirming that electric vehicles remain its long-term "north star." Understanding this pivot — what changed, why, and how GM is responding — is essential for any candidate, both for "Why GM?" answers and for behavioral questions about adapting to change.
Mary Barra has been GM's CEO since 2014 and has spent over a decade explicitly transforming the company's culture. Understanding her leadership philosophy — especially her belief that "behaviors set your culture" — is essential context for any GM interview. This module covers her background, the specific cultural behaviors she's pushed, and how candidates can frame their answers to align with what she values.
General Motors evaluates every candidate against five published core values: Customers, Relationships, Excellence, Seek Truth, and Integrity. This module breaks down each value, explains the behaviors that bring them to life, and shows candidates exactly which kind of stories to prepare for each one. Knowing this rubric is the single biggest unlock for the GM behavioral interview.