First American Financial Corporation interview questions

The interview process is fairly standard—first a recruiter conversation, then a hiring manager interview, followed by panel interviews and a leadership chat. In my case, the first round with the recruiter was more of a cultural spiel with minimal focus on the role itself. It felt like the recruiter was simply trying to sell the company, with only a few job-related questions. The second round, with the hiring UX design manager, was more focused on assessing specific skills and qualifications. Unfortunately, my experience was far from positive. The Design role had been open since February, and by November, there were over 3000 candidates in their repository yet they continued to repost the position repeatedly. It raises questions about what they are actually trying to accomplish—it’s frustrating, especially in this job market. At this point, the repeated job postings feel like a lack of direction and organization. Recently, they took the job posting down. The UX Design hiring manager arrived late to the interview, tired, and with a laundry list of excuses. This is not something you would expect from someone interviewing candidates, let alone someone in a leadership position. She read questions from a script, claiming it helped her stay organized, but it came off as a weak, nonchalant excuse for a lack of preparation and engagement. The entire interview felt draining—what was supposed to be a professional exchange ended up feeling like an endurance test. Sadly, she did not demonstrate any leadership qualities I am looking for or enthusiasm for her role. The energy she gave off was uninspiring, and she didn’t seem invested in the company or the people she would be managing. To be blunt, she seemed like someone just clocking in to collect a paycheck, not someone genuinely invested in developing or supporting a team. As for the company culture, it’s clear there’s no process, no collaboration, and no innovation. It seems like the creative team is stagnant, with leadership out of touch with current industry trends. The company is looking for top-tier talent but offering compensation that doesn’t match the expectations they set. The disconnect between what they want and what they offer is glaring. The constant reposting of job openings only adds to the feeling that they’re either not able to retain employees or don’t value the ones they hire. At this point, it seems like the company is just going through the motions, trying to fill positions without addressing deeper issues with culture or leadership. It’s disappointing, especially when the company expects candidates to meet unrealistic standards but fails to offer a fair or motivating environment in return.

3 rounds 1st basic technical they asked about Basic Oops concepts , net and sql server related question 2 round again technical round asked project architecture 3rd round will be manager round