How to Get a Job at seek: Interview Process, Experience & Tips (2026)

Seek is one of Asia-Pacific's largest online employment marketplaces, operating platforms like JobStreet and JobsDB that connect millions of job seekers with employers across Australia, New Zealand, and Asia. The company also builds technology and data products that power modern recruitment at scale, which means its hiring needs span engineering, product, data science, design, sales, and operations.

As of mid-2026, Seek has around 70 open roles across its offices. That is a solid pipeline of opportunities, and the mix typically leans toward technical and product functions given how much of Seek's competitive edge comes from its data and platform capabilities.

The hiring process at Seek is structured across multiple rounds and usually takes a few weeks from application to offer. Seek looks for people who genuinely care about improving how job seekers find work, so your connection to the mission carries real weight alongside your technical skills. Candidates commonly describe the experience as thorough but respectful, with clear communication from the talent team at each stage.

Seek's interview process typically runs across three to five rounds, though the exact number depends on the role, level, and team. Here is a stage-by-stage breakdown based on what candidates commonly report.

Application and screening: Your resume goes through an initial review by a recruiter or the talent acquisition team. For technical roles, there may also be an automated screening step. Tailoring your resume to the specific job description and using keywords from the posting increases your chances of clearing this stage.

Recruiter call: If shortlisted, a recruiter will reach out for a brief video or phone conversation. Expect questions about your background, what draws you to Seek, and your salary expectations. This is also a good moment to ask about team size, ways of working, and what success looks like in the role.

Technical or skills assessment: For engineering and data roles, Seek commonly uses a take-home assignment or an online coding test. Product managers and designers may receive a case study to analyse and present. This stage is designed to see how you think and work in practice, not just what you know in theory.

Panel or hiring manager interview: You meet with the hiring manager and one or two team members. Expect a mix of behavioral questions using the STAR format (Situation, Task, Action, Result) and deep-dive questions about your past work. Engineering candidates may face a live coding session or a system design discussion.

Final or values-focused interview: Some teams include a round with a senior leader or a cross-functional stakeholder. The focus here is on culture fit, how you approach ambiguity, and how you lead or influence without authority. Not every role includes this step.

Reference checks typically happen after the final round. Offers usually follow within one to two weeks of the last interview.

Seek hires across a wide range of functions, but a few qualities show up consistently regardless of the role.

Genuine interest in the product: Seek's mission is to help people find the right jobs and help employers find the right people. Candidates who have spent time thinking about how Seek's platforms work, and who can speak to the real challenges of matching job seekers with roles at scale, tend to stand out.

Data-driven thinking: Seek is a data-heavy business. Whether you are in engineering, product, or marketing, being comfortable with metrics, A/B experimentation, and making decisions backed by data is a strong advantage.

Collaboration and clear communication: Seek's teams work across geographies and functions. Interviewers pay close attention to how clearly you explain complex ideas and how you describe your experience working with people outside your immediate team.

Ownership and initiative: Seek values people who take responsibility for outcomes, not just tasks. In behavioral interviews, focus on moments where you drove something end-to-end or solved a problem proactively without being told exactly how to do it.

Technical depth for engineering roles: Backend, frontend, data engineering, and machine learning roles require strong fundamentals. Seek's engineering teams work at significant scale, so familiarity with distributed systems, APIs, and cloud infrastructure is commonly expected at senior levels.

Research the product thoroughly: Spend time on Seek's platforms, including JobStreet and JobsDB, before your interview. Understand the core user flows for both job seekers and employers. Interviewers appreciate candidates who can speak specifically about the product experience rather than just the company in general.

Prepare STAR stories in advance: Seek's behavioral interviews follow a structured format. Prepare several stories from your past work that cover leadership, handling conflict, working through ambiguity, and delivering results under pressure. Practice keeping each story concise and focused on your specific contribution.

For engineers, revise system design and coding fundamentals: If you are applying for a software engineering role, revisit system design concepts like scalability, database selection, and API design. Practice coding problems on a platform you are comfortable with, focusing on medium-difficulty problems involving data structures and algorithms.

For product roles, build a case study mindset: Seek's product interviews often involve ambiguous problem statements. Practice breaking down a problem, identifying the right metrics for success, and presenting solutions with clear trade-offs. Understanding Seek's business model and revenue structure will help you frame your answers.

Ask thoughtful questions in every round: Interviewers at Seek notice when candidates ask genuine questions about team structure, engineering practices, or how performance is measured. Preparing two or three specific questions for each interviewer shows engagement and preparation.

Follow up if you have not heard back: Seek's talent team manages a large volume of applications. Sending a polite follow-up note to your recruiter after about a week at any stage is appropriate and signals that you are serious about the role.

Seek describes its culture as people-first and mission-driven. The company's stated purpose is to improve the lives of people through better employment outcomes, and this shapes how decisions get made and how teams are organised.

Collaboration over hierarchy: Seek encourages open communication across levels. Employees commonly describe a relatively flat structure where ideas from individual contributors are welcomed and acted on, not just filtered through management layers.

Diversity and inclusion: Seek has publicly committed to building diverse teams, including gender balance in leadership and structured hiring practices designed to reduce bias. Interview processes are standardised partly for this reason.

Continuous learning: Seek invests in employee development through internal learning programs, conference attendance, and mentorship. Engineering teams regularly run internal tech talks and knowledge-sharing sessions, which candidates often cite as a reason they joined.

Hybrid and flexible working: Seek has adopted hybrid working models across most of its offices. The number of in-office days varies by team and location, so it is worth clarifying this during your recruiter call rather than assuming.

Impact over output: Seek teams measure success by the real-world effect on job seekers and employers, not just by shipping features on schedule. If you are motivated by seeing your work affect real users at scale, that fits well with how Seek defines performance.