Axmed's Approach to Hiring
At Axmed, the people we hire are what make our mission possible, so we care as much about how we hire as who we hire. Our process is structured so every candidate gets a fair shot and a clear sense of where they stand.
We hire for values and culture add. We're less interested in people who fit a mould and more interested in people who bring something new. Our interviews are built around real examples from your experience, so you get a genuine chance to show how you work.
The stages below are how our process usually runs. It can look a little different from role to role, and every conversation is a two-way one: as much your chance to get to know us as ours to get to know you.
Our Interview Process
Talent Screen
A first conversation with our People & Talent team about your background, the role, and whether Axmed's a fit both ways.
Technical Screen
A deeper conversation with our hiring team on how your skills, experience and working style fit the role and Axmed.
Take-Home Assessment
A short, practical exercise based on a real problem you'd encounter day-to-day.
Hiring Manager Interview
A final conversation that digs into your assignment and explores how you'd contribute to the team and fit at Axmed.
Offer 🎉
If you've reached this stage, we'd love for you to join us. Welcome to Axmed!
How to Prepare & FAQs
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1. Talent Screen
About the interview:
This initial conversation is an opportunity for us to learn more about your background, experience, career aspirations and to explore how they align with both the role and what we're looking for at Axmed. We’ll also be assessing how your approach and mindset align with the values that guide how we work at Axmed.
It’s equally a chance for you to learn more about who we are, what we do, and to ask any questions you may have about our mission, culture, and team. The discussion will primarily focus on your professional experience and how it relates to the role you're applying for.
How to prepare:
- Take some time to research Axmed. We don’t expect you to be an expert on our products, but a general understanding of who we are and what we do is expected.
- Make sure you’re familiar with the role you’re interviewing for, including its key responsibilities and how your experience aligns.
- Review the LinkedIn profiles of your interviewers to get a sense of their backgrounds and roles at Axmed.
- Remember, this interview is a two-way conversation, you’re assessing us as much as we’re assessing you. We encourage you to come prepared with any questions you’d like answered.
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2. Technical Screen
About the interview:
This stage will be conducted by a member of our hiring team and is designed to take a deeper look at your suitability for the role. In this interview, we will focus on:
- Evaluating how your skills and experience align with the key responsibilities of the role
- Exploring how your working style and approach align with our culture and values at Axmed
- Giving you the opportunity to ask more detailed questions about the role, the team, and how we work
- We will also be able to answer any questions you have about the role and the team.
How to prepare:
- Expect example-based questions: We’ll ask questions that help us understand how you’ve approached relevant challenges in your past roles.
- Reflect on your impact: Be ready to share clear examples that demonstrate the value you’ve added in previous roles, especially in areas that relate directly to this position.
- Learn about Axmed: We encourage you to explore our mission and the challenges we’re addressing in global access to medicines. This will help you ask informed questions and show us how you connect with our purpose.
- Come with questions: This interview is a two-way conversation. We welcome questions about the team, the work, and where we’re heading and we’re happy to share openly.
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3. Take-Home Assessment
About the interview:
Next is a short take-home assessment, built around a realistic problem you might face in the role. There's no single right answer, we're interested in how you work through it: how you analyse information, distill the key insights, and turn them into clear, structured recommendations.
You'll receive the brief by email, including the background, any data sources you'll need, and full submission instructions. We usually give candidates around five days to submit, and if you need a little more time, just let us know and we'll work something out.
How to prepare:
- Prioritise clarity over volume. We're looking at how you get from a lot of information to a few clear, well-reasoned recommendations.
- Show your thinking. Make your assumptions and reasoning visible; that matters more to us than landing on a "correct" answer.
- Respect the format. The brief will give you a length and format to work within, staying inside it is part of the exercise.
- Keep it proportionate to the time. It's meant to be short and timeboxed, so don't over-engineer it. A sharp, focused response beats an exhaustive one.
- Make it actionable. Aim for specific, practical recommendations rather than a broad overview.
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4. Hiring Manager (Final) Interview
About the interview:
This final stage helps both you and us understand how you might contribute to the team and the wider business. It comes in two parts: a review and discussion of your assignment, and a conversation about cultural fit and team alignment. You'll meet the hiring manager for the role, and it lasts around 45 minutes to 1 hour.
It's also a chance to explore the real-world challenges and opportunities the team is working on right now, and to ask any remaining questions you have about the role, the team, or what it's like to work at Axmed.
How to prepare:
- Revisit your assignment. Be ready to walk through your reasoning, defend your choices, and talk openly about what you'd do differently with more time or data.
- Think in terms of contribution. Come with a view on how your experience maps to the team's current challenges, not just your past roles.
- Get to know our values. Reflect on how your working style connects with how we operate at Axmed.
- Bring your final questions. This is your last scheduled conversation, so it's a good moment to ask anything still on your mind about the role or the team.