Aurecon Senior IT Project Manager interview questions

The hiring process is structured into three stages: an initial conversation with the recruiter, followed by a panel interview with Senior Project Managers, and a final discussion with the Information Manager and PMO Manager. A major issue throughout the process is the clear disconnect between the job description and the actual expectations of the role. It seems there is limited alignment between the recruitment team and the hiring managers. For instance, candidates are advised to prepare for questions around information management and to draw from their real-world experience. However, the interviews—especially the final stage—tend to focus more on theoretical knowledge and textbook-style responses. Although the position is advertised as a Senior IT Project Manager role overseeing large, end-to-end initiatives, the final interview places significant emphasis on Agile, Scrum, and delivery-specific topics. This creates confusion around the true nature of the role and suggests it may be better defined as an Agile/Scrum or Delivery Lead position. There is also a noticeable shift in expectations between interview stages. Candidates who align well during earlier rounds may find the final interview introduces entirely different criteria that were not previously communicated. It’s worth mentioning that the role has been open for several months, with multiple recruitment efforts in place. This may point to a need for better clarity and alignment on the role’s requirements to attract the right candidates. Finally, while initial interactions with the recruitment team are generally positive and engaging, communication tends to drop off if a candidate is not selected. Providing consistent updates or feedback would significantly improve the candidate experience.

The interview process consisted of three stages: an initial screening with the recruiter, a panel interview with Senior Project Managers, and a final panel with the Information Manager and PMO Manager. One key concern is the misalignment between the job description and the actual expectations of the role. It appeared that the recruiter had not fully aligned with the hiring managers on the specific requirements. For example, I was advised to expect questions related to information management and to respond based on my professional experience. However, during the interviews—particularly the final stage—the questions were more theoretical and focused on textbook concepts rather than practical experience. Additionally, while the role was presented as a Senior IT Project Manager position handling large, end-to-end projects, the final interview heavily emphasized Agile/Scrum and delivery-specific topics. This suggests the role may be more accurately positioned as an Agile/Scrum or Delivery Lead, and updating the job description accordingly could help attract more suitable candidates. It was mentioned they are looking for a Senior role but really it was only Mid level based on their questions. The inconsistency in expectations became particularly evident in the final interview, where the scope of questions shifted significantly compared to earlier stages. While I had a strong alignment during the second interview, the final stage introduced a different set of criteria that did not seem consistent with the original role description. It’s also worth noting that the position has reportedly been open for several months (4 months), with multiple recruitment agencies involved. This may indicate an opportunity to revisit and refine the role requirements and hiring alignment to improve candidate fit. Lastly, while the initial stages of the process were engaging and supportive, communication could be improved post-interview. Providing timely updates or feedback to candidates would enhance the overall experience. They ghosts candidates and leave you hanging