Crack the Code: The SAS Hiring Process


We know that the job search can be stressful, and we want your application and interview experience to be a great one. Here’s a look at what to expect from our hiring process – from application to your first day.  

1. Apply!

Our application process is designed to be simple and transparent. Check out our careers site for our current job openings. Be sure to apply via our careers site, because we don’t accept applications from other sources. This page is always changing, so check back often if you don’t see what you’re looking for 

Click “Apply Now” to fill out a short application. This includes some basic personal information, a chance to attach your resume, and a few short questions. Don’t worry about submitting a cover letter – they’re not part of our application process.   

Once you’ve submitted your application, check your inbox! You should receive an email letting you know that we received your application and additional information about our recruitment process. 

2. Review 

Once you’ve applied, one of our recruiters will review your application 

Our recruitment communications are sent using an automated system called iCIMS and can sometimes get caught in spam folders during the initial process, so take a peek every few days to make sure you haven’t missed an email from us.  

3. Recruiter phone call

Your resume will be reviewed by our recruitment team and if you’re identified as a top candidate for the positionwe’ll contact you to set up phone call. Don’t stress – this call is more exploratory than a formal interview. The purpose of this call is simply to get to know you and determine if you meet the minimum qualifications for the position.  

Our recruiters want you to have a good understanding of our company and the role you’re applying for, so this is a good opportunity to ask any initial questions you have about our company or the job. Your recruiter will be an advisor for you throughout the interview process. 

Note: If you’re applying for a summer internship or an academy/rotational position, the interview process may look a little different. Check out this blog to read up on our hiring process for early career talent.  

4. Phone interview  

If you’re selected to move on in the hiring process, the next step will be an interview with someone from the hiring team. This may take place over the phone or in person, depending on your location.  

This interview will be focused on technical and communication skills, as well as job fit. You can expect behavioral interview questions about your work style, area of expertise and previous experiences. This is a great opportunity for you to ask the hiring manager specific questions about themselves, their team, and the role. Remember, the interview process isn’t one-sided – it’s also your chance to get to know us and decide if SAS is a good fit for you.  

5. On-site interview 

The final step of our interview process is an on-site interview. Depending on the role you’re applying for, your interview process may vary slightly to best fit the position. All our interviews focus on our SAS valuesjob competencies and include role-based activity or work sample.  

Competency-based interview 

You’ll be asked behavioral interview questions that are intended to gather a picture of your past job experiences and how successful you were in your previous roles. 

Values-based interview 

The goal of this interview is to see if your values align with our core values of Authentic, Accountable, Curious and Passionate. You’ll be asked behavioral interview questions that relate to our values 

Not sure what constitutes a values-based behavioral interview question? Here’s an example: How do you show your commitment to your stakeholders, customers or team?  

Role-based activity  

Based on the role you’re interviewing for, you’ll likely be asked to give a short presentation, solve a programming problem or present a writing sample to a small group. This activity may vary or be assessed in a different way, depending on the role you’re interviewing for. Don’t worry – we’ll let you know what to prepare for before your interview 

In some cases, one or more of these interview elements may be conducted virtually. If you have any questions ahead of your interview, reach out to your recruiter.  

6. Decision  

After your onsite interview, the interview team will debrief and make a decisionThe length of the final decision process can vary due to the number of other candidates or other factors. Your recruiter will keep you up-to-date on when you can expect to hear from us. We do our best to keep all candidates as informed as possible, and you’re welcome to contact your recruiter with questions at any time 

7. Offer 

If you’re offered the position, you’ll receive a verbal offer from your recruiter, followed by a formal offer letter via email. You’ll be given a timeframe for offer acceptance, and a link to sign the offer digitally 

Welcome aboard!

Once you’ve accepted your offer, your recruiter will reach out to set a start date. On your first day, you’ll attend a full day of New Hire Orientation to introduce you to the #saslife

SAS employees at New Hire Orientation

Didn’t get selected for an interview? Don’t let that keep you from applying for future opportunities at SAS! We receive a lot of applications, and our applicant pools are competitive. We hope you’ll stay in touch. To stay up-to-date with all things SAS, follow us on LinkedIn 


About Author

Alyssa Grube

Communications Specialist

Alyssa is a Communications Specialist at SAS focused on culture, recruitment marketing and employer branding. She’s a creative storyteller who’s passionate about the intersection of people and brand, and loves sharing the SAS story.

1 Comment

  1. Hi Alyssa,

    Very clear and complete presentation of SAS hiring process, thank you.

    Please allow me to add a question: What about spontaneous applications? Is SAS used to pay attention to them? It could happen that candidates passionate about meaningful work and good progress, whom resltless curiosity challenges the status quo in order to improve processes and inspire people are also out-of-the-box profiles which don't fit easily into a common job description. What do you suggest them in this case in case they want to learn more about SAS and eventually commit themselves to this company ?

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