There are a few rounds of interviews, first with the recruiter, then with the who you'll be working with. I would say overall the interviews themselves are pretty relaxed with straightforward questions that aren't too tough.

I applied online, and they emailed and indicated they would like to interview within a few days. On the phone, Molly put up a wall of classic Human Resources Impersonality. Their company culture reminds me of 20th-century manufacturers. All they can say is "We have good midwestern values." When I asked about management's style they just said it was "pretty hands-off." Short answers like this make me feel like either the recruiter either doesn't know (more likely) or they are hiding problems at the company and can't invent a good response. The whole time I felt like I was talking with a very convincing AI chatbot and not a human being. It's creepy and companies should not do this. I could not get a good description of what everyday work is like in this position. Again, the recruiter likely does not know. Also, why are we talking about my technical abilities in the first interview? Why would anyone want to work for a company that does this? That's like going on a first date and being like "So, do you have more than 50,000 dollars in your savings account? By the way, I forgot my wallet." At Garmin, the idea of emotional intelligence is apparently non-existent in HR and among hiring managers. I've interviewed at Garmin more than once, but I continue to be confounded by this. There are serious culture problems in this company at a fundamental level. However, you can't fix wrong premises by applying fixes to the symptoms. They fail to understand quality, personality, team-building or hiring the right people. I'm assuming that most people who get an offer to work there are perfect for this type of interview, and this culling of personality shows up in their teams and ultimately their products.