Want to work at Unity? Here’s how our hiring process works
Unity’s success is grounded in its employees. Read on to learn about our hiring process and what we’re looking for in a candidate.
We want to ensure we grow in the right way. Both whom we hire and how we hire define our future success. We believe a strong employee–employer relationship is built on transparency– and that starts before you’re even hired. If you’re interested in a career at Unity, we want to set you up with the best chance to succeed.
In this blog post, we’ll cover Unity’s typical hiring process, how we interview, and share tips on answering interview questions.
Our Recruiting team has developed a hiring and interview process that is aligned across our global offices, right down to the questions we ask.
Recruiter phone screen
Whether you applied through our Careers site or we reached out to you, your journey as a candidate begins with an application review. If your experience aligns with the role we want to fill, a member of our Recruitment team will invite you for an interview. This will be conducted either by phone or video call.
What can you expect? This is usually a 30-minute call that allows us to learn more about you, share more about Unity and the opportunity, and address any initial questions you may have.
Hiring manager review/screen
If a candidate appears to be a good fit, the recruiter will share their profile with the hiring manager. If there is mutual interest, our Recruitment Operations team will be in touch to schedule the next interview.
What can you expect? This is typically a 30–60 minute phone or video call, during which the hiring manager will delve further into your relevant experience. They will ask you behavioral and/or situational questions and answer any role-specific questions you may have.
Skills assessment
After the hiring manager interview, we assess the skills relevant to the job.
What can you expect? It’s not just technical roles that require a skills assessment; depending on the role, we may also assess a variety of soft skills, including writing and communication skills.
“Onsite” meeting
If you pass the skills assessment, we’ll invite you to the “onsite” stage. This is the final stage of the process.
What can you expect? This stage will generally be conducted via video call. You’ll meet with members of the team, who will ask both job-specific questions and questions to assess your alignment with Unity’s Principles (more on that below). We’ll send you the agenda beforehand so you know who you’ll be meeting and how long it will take.
At Unity, we use structured interviewing. This approach involves asking the same questions to every candidate applying for the same role, which minimizes biases and ensures that we assess candidates against the role, rather than against one another.
An interview at Unity consists mainly of behavioral and situational skills-based questions. These help assess both your suitability for the position and your fit with our Principles and culture.
We learn more about you through your experiences than through theoretical questions. You can expect questions to start with some of the following:
“Tell me about a time when…”
“Give an example of when…”
“Describe a situation where…”
We’re not here to trick you or trip you up, and our interviewers have been trained to support you in answering the questions.
Unity’s Principles are the foundation of our culture. They are designed to ground us in action and purpose, shaping how we work, solve problems, and support each other, our customers, and our community. These Principles are foundational to building an environment that consistently delivers the right outcomes for everyone.
Our four principles are:
- Lead with empathy and respect
- Communicate with candor
- Act with urgency
- Prioritize the greater good
Throughout your interview process, we will ask you specific behavioral skills-based questions on our Principles.
Lead with empathy and respect
We listen first and seek to understand our customers and colleagues. We value their perspective and use what we learn to guide our actions.
We look for candidates who:
- Lead with empathy, self-respect, and respect for others
- Show open-mindedness by listening, valuing, and understanding other perspectives
Communicate with candor
We are transparent. We share context, avoid agendas, and provide feedback. We challenge our own and others' assumptions, and we don't let objections linger. We escalate and clarify disagreements.
We look for candidates who:
- Engage mindfully and transparently with their own and others’ ideas and viewpoints
- Proactively give and receive feedback
Act with urgency
If it's worth doing, we do it now. That doesn't mean being reckless or doing everything. It means prioritizing challenges and methodically working towards desired outcomes.
We look for candidates who:
- Demonstrate ownership by acting thoughtfully and in a timely manner on high-impact opportunities
- Balance urgency with clarity, asking questions when needed and adapting as priorities or information change
Prioritize the greater good
Delivering value to our customers and the community is paramount. It's not about us, or our personal beliefs. It's about what is demonstrably best for the ecosystem.
We look for candidates who:
- Can focus on the bigger picture and the needs of customers or end-users
- Can challenge the status quo for the greater good
We want your interview process with us to be a positive experience where you feel empowered to showcase your full potential.
If you have a disability that means there are preparations or accommodations we can make to help ensure you have a comfortable and positive interview experience, please fill out this form to let us know.
Take a look at our Careers site to see our current openings around the world.
We look forward to getting to know you!
Editor's note: This article was last updated in October 2025.