GE HealthCare interview questions

I have been through 5 rounds of interviews. The first one is with the team head. And, the second and third are with the HR and sales departments. The fourth and fifth one are with HR.

"Opaque Process, Disrespectful to Former Employees – Disheartening Experience with GE HealthCare” I applied for a senior leadership role at GE HealthCare that was a perfect fit—so much so that I’ve previously held a similar position at GE itself, in the very same area. With 20+ years of experience in operational excellence, transformation, and Lean leadership—both in consulting and industry—I was confident this role aligned at 150%. What followed was a complete black box experience. No recruiter outreach, no conversation, no opportunity to clarify fit or highlight my prior GE contributions. Just a generic rejection email days later. This is how GE HealthCare treats former employees with proven track records? The process felt automated, cold, and frankly disrespectful. It gave the impression that roles are either filled before posting or decided through internal politics rather than based on merit. If GE HealthCare is truly serious about Lean principles and operational efficiency, they should start with their own hiring process—which currently reflects none of the values they claim to uphold. Advice to Management: Re-examine your hiring workflows. Start treating senior professionals—especially GE alumni—with basic human respect. Your talent acquisition process is not only broken but sends a signal that GE HealthCare values bureaucracy over brilliance."