What to expect in the TRUIST FINANCIAL CORP interview process

Based on publicly available sources, working at Truist Financial Corporation involves navigating a large post-merger corporate environment shaped by the union of BB&T and SunTrust.

Publicly available hiring information indicates the recruitment process typically starts with a resume submission and an initial phone interview with a recruiter to review qualifications. Selected candidates then move to one or two in-person or panel interviews with hiring managers, HR, and team members, which may involve both technical and behavioral questions, as well as a potential skills assessment. Pre-employment screenings, including background checks and drug screenings, precede a formal job offer.

Internal sentiment and employee reviews reveal a notable gap between employer branding—which heavily emphasizes care, inclusion, and work-life balance—and daily operational realities. While some employees report positive work-life balance (scoring 3.8 out of 5 in certain reviews) and decent compensation or benefits, others point to a command-and-control management style and sub-par bank performance leading to constant quiet layoffs and organizational changes. Management ratings average lower (around 2.8 out of 5), with internal feedback citing heavy office politics, siloed capabilities stemming from post-merger culture clashes between former BB&T and SunTrust teams, and return-to-office mandates that employees describe as micromanagement at a productivity cost. Additionally, some staff report discrepancies between expected and actual annual bonuses, alongside communication gaps from executive leadership.