Adidas.

Adidas looks for candidates who embody 'through sport, we have the power to change lives.' This means showing genuine passion for sport at any level, creativity in how you approach problems, and collaborative energy. They also value courage, meaning willingness to take risks and challenge the status quo in service of innovation.

Understanding the rivalry with Nike is expected, but also know how adidas differentiates through collaborations with designers like Stella McCartney and cultural figures. Know the Yeezy transition's impact, the Originals vs Performance division split, and how adidas competes in key categories like running, football, and training across global markets.

Many Adidas roles include a technical component, though the format varies. Engineering roles may involve coding challenges or system design, while other positions focus on case studies, portfolio reviews, or domain knowledge assessments relevant to the team.

Structured hiring processes typically run 3 to 5 interview rounds: a recruiter call, a phone or video screen, and 2 to 3 interviews with the hiring team. The exact count at Adidas varies by role and level, so confirm the loop with your recruiter.

Strong Adidas candidates demonstrate both technical competence and alignment with company values. Prepare concrete examples of past impact, show curiosity about the team's challenges, and ask thoughtful questions that reveal your understanding of the role and company direction.

Feedback timelines vary by company and team. As a general rule, expect to hear back within 1 to 2 weeks after final interviews; if Adidas has not responded after 5 business days, a polite follow up with your recruiter is appropriate. Orbyt can help you track follow up timing automatically.

For Adidas, business casual is generally a safe choice for most roles. Tech and creative roles tend to be more casual, while finance, consulting, and executive positions lean toward business professional. When in doubt, ask your recruiter.