What to expect in the STERIS plc interview process

Based on information found online, the hiring process at STERIS is structured, typically starting with a screening call followed by virtual or in-person one-on-one interviews with the hiring manager or a small team, lasting about an hour each. For certain roles, sterile processing or surgical tech experience is helpful, though the company notes it will train individuals without it. Interviews often include behavioral questions. Once interviews conclude, the hiring team holds an internal debrief to evaluate performance and determine offers. Pre-employment screening is mandatory for all new hires and includes both a background check and a drug/urine screen.

Publicly available sources and employee feedback present mixed signals regarding the day-to-day experience. While official employer branding highlights total rewards—such as bonuses, healthcare, retirement programs, stock-based plans, wellness programs, and onsite amenities—and emphasizes strong teams and visible growth, employee sentiment found in online discussions can vary sharply, with some feedback reflecting critical views of the workplace environment. Additionally, every employee is bound by a Code of Business Conduct that requires reporting any violations to a supervisor or compliance.