T-Mobile Interview Process 2026: Mobile Expert, 25 Questions & Pay
T-Mobile interview process for 2026: application, screen, store or care interviews, offer, 25 questions and posted pay from Mobile Associate to engineer.
Last updated: November 2026
TL;DR
The T-Mobile interview process for most store and customer care jobs runs four stages: an online application on T-Mobile’s Workday careers site (where an AI tool suggests a resume match that a recruiter reviews), a phone or video screen, one or two behavioral interviews with store or care leaders (candidates report a store manager round, then a district manager round, for retail), then an offer and background check. Corporate tracks add technical, case or panel rounds. T-Mobile publishes no hiring timeline; candidate reports range from about two weeks to two months. Rehearse the 25 questions below in OphyAI Interview Practice, then use OphyAI Interview Copilot for real-time answer suggestions in live video rounds.
Quick Answer: T-Mobile Interview Process
| Stage | What to prepare |
|---|---|
| Online application | A resume that mirrors the posting’s skills list (Customer Problem Solving, Sales, Change Agility), honest availability |
| Phone or video screen | A 60-second pitch, why T-Mobile, availability |
| Behavioral interviews | 6-8 STAR stories on customers, sales goals, teamwork and learning fast |
| Role extras | A sales role-play (retail), an upset-caller scenario (care), coding or a case (corporate) |
| Offer and background check | References, past addresses and employment dates ready |
Action Plan: Prepare for T-Mobile by Round
| Round | What T-Mobile tests | What to do before the interview |
|---|---|---|
| Application | Match to the posting’s required skills | Copy the posting’s skill words into real resume bullets; apply to the exact store or center |
| Screen | Motivation, availability, communication | Prepare why T-Mobile, why this role, and your weekly availability in one breath |
| Store or care interview | Customer love, sales comfort, teamwork | STAR stories with a number in each: sales hit, survey score, problem fixed |
| Sales or caller scenario | Needs discovery, explaining plans simply, closing | Practice 3-4 discovery questions before recommending anything |
| Leadership round (managers) | Coaching, store metrics, scheduling, loss prevention | Bring a team result you moved and an underperformer you coached |
| Corporate loop | Role skills, data, stakeholder influence | Coding and system design, a product case, or a model walk-through |
With one week: a day on the posting and current plans, two on STAR stories, one on the sales or caller scenario, two on mock interviews, one on documents.
What Makes T-Mobile Different
T-Mobile US is a wireless and home internet carrier headquartered in Bellevue, Washington. Its 2025 Form 10-K reports approximately 75,000 full-time and part-time employees at December 31, 2025 and about 142.4 million total customers. Srini Gopalan succeeded Mike Sievert as CEO on November 1, 2025. Light Reading reported in August 2026 that full-time headcount fell from 70,036 to 65,365 in the first half of 2026 (Deutsche Telekom figures), yet store hiring stays large: in October 2026 the careers site listed about 2,430 openings, about 2,047 in retail.
Several traits shape what T-Mobile interviewers look for:
- Five Un-carrier values. The careers site lists them: Love Our Customers; One Team, Together; Dream Big and Deliver; Do It the Right Way, Always; and We Won’t Stop.
- Team of Experts. T-Mobile’s care model, launched in 2018, puts each 40-member team on one geographic region, and T-Mobile says each team “owns the P&L for its market.” Retail postings use the same “Team of Experts” language.
- Sales in every frontline job. Mobile Expert postings list sales, customer experience and “quality of sale metrics”; care postings mention selling “additional products, services, and solutions.”
- AI in screening. T-Mobile’s Workforce Privacy Notice says AI “suggests a match classification that our recruiters review before selecting candidates to interview,” and lists “in-person, audio, or video interviews (live and recorded)” among the data it collects.
- Not every T-Mobile store is T-Mobile. Authorized retailers are “independently owned and operated by third parties,” T-Mobile told Atlanta News First in February 2026, so their hiring process and pay can differ.
Rehearse your STAR stories and the sales role-play in OphyAI Interview Practice, then use OphyAI Interview Copilot on live video rounds for real-time answer suggestions. In the desktop app the answer window is excluded from screen sharing, though not from a webcam or a person in the room.
Interview Process Overview
T-Mobile publishes pay and requirements on each posting but not its interview steps. The table combines its careers pages, postings and privacy notice with candidate reports (labelled).
| Stage | Format | Duration | Timeline |
|---|---|---|---|
| Online application | careers.t-mobile.com, applied through Workday; AI match classification reviewed by a recruiter | Not published | Day 1 |
| Phone or video screen | Recruiter or hiring manager | Not published | Not published |
| Behavioral interview(s) | Store manager, then district manager for retail; care leaders for call centers (candidate-reported) | About 45 minutes in one report (candidate-reported) | Not published |
| Role extras | Role-play, call simulation, coding, case or panel | Varies by role | Not published |
| Offer and background check | Verbal offer, background check, written offer (candidate-reported) | Not published | Reports range from about 2 weeks to 2 months |
Online application. Apply to the exact store, center or requisition number; each posting on T-Mobile’s careers site links to its Workday application, and its CASS chat assistant answers general career questions. Mirror the posting’s required skills in your resume with OphyAI Resume Builder so the match classification reflects what you actually did.
Phone or video screen. Expect why T-Mobile, availability and commute; one 2018 care candidate reported a video interview after the assessment. Rehearse a crisp 60-second opener with a timed voice mock in OphyAI Interview Practice.
Behavioral interviews. Retail candidates describe a store manager round of “tell me a time” questions, then a district manager round, sometimes with role-play. Drill STAR answers with follow-up questions in OphyAI Interview Practice until each lands in about 90 seconds.
Role extras. Care candidates have reported an online call simulation (hear callers, capture their details) and a personality assessment; those reports date from 2009-2019, so check your invite. Our customer service assessment guide covers the scenario and work style formats care and retail tests use, and OphyAI Customer Service can help with them live or in practice tests. For live corporate coding rounds, Coding Copilot in the OphyAI desktop app (OphyAI Coding Interview) reads the problem on your screen and shows an approach, code, edge cases and the Big O.
Offer and background check. Candidates report a verbal offer, a background check, then the written offer; T-Mobile uses E-Verify. Log every stage and follow-up date in OphyAI Application Tracker.
The Mobile Associate to Mobile Expert Path
T-Mobile’s signature frontline mechanism is a paid training period followed by an automatic promotion, and interviewers hire for the second job, not the first.
| Stage (T-Mobile’s titles) | Posted pay (October 2026 postings) | What changes |
|---|---|---|
| Mobile Associate (store or Store-in-Store kiosk) | $18.00/hour base plus $5.00/hour training pay (Mobile, AL) | On-the-job training within the first 90 days |
| Mobile Expert | $18.00/hour base plus an $18,000 annualized incentive target (Medford, OR) | Sales, customer experience and quality of sale targets |
| Sr Mobile Expert (Experience stores) | $34.00/hour plus a $7,200 incentive target (San Francisco) | Requires 12+ months as a Mobile Expert and passing certification plus quarterly re-certification |
| Account Associate to Account Expert (care) | $20.00/hour plus up to $750 in training milestones, then a $4,400 incentive target | One Meridian, ID posting says “earn up to $30/hour in your first year” |
Every posting adds that that all employees earn at least $20 an hour “inclusive of base pay and incentives,” and that every employee is eligible for an annual stock grant.
What they test. Whether you will keep learning and selling after training. Mobile Expert postings require Change Agility, Customer Problem Solving, Multitasking, Sales and Teamwork Orientation.
Red flags. Treating incentives as a bonus you do not need, no plan for learning new devices and plans, or calling sales “pushy.”
How to prepare. Have a story about learning a system fast and one about hitting a target, and show you understand the upside is incentive pay.
Role-Specific Breakdowns
Mobile Associate and Mobile Expert (Retail Stores)
What they test. Consultative selling and energy. The Store-in-Store posting lists Consultative Selling, Customer Needs Identification, Sales Prospecting and Customer Referrals as required skills, and mentions “Be Back processes” for customers who plan to return. Six months of retail service or sales is preferred, not required.
Red flags. No sales example, weak weekend or evening availability, not knowing current offers.
How to prepare. Learn three current T-Mobile offers in plain words and prepare a story where you found a need the customer did not mention. Run the sales role-play below as a voice mock in OphyAI Interview Practice, and see our retail interview questions.
Customer Care (Account Associate, Team of Experts)
What they test. Calm problem solving and account ownership. A Wichita posting lists Customer Retentions, Empathy, Payment Collections and Troubleshooting, and measures “timely issue resolution, customer retention, and adherence to quality and productivity standards.” The Meridian posting asks you to work “with multiple applications and computer screens simultaneously.”
Red flags. Discomfort with collections or retention calls, no upset-customer story, expecting remote work from day one.
How to prepare. Write STAR stories for an angry customer, a billing fix and a past-due conversation. Rehearse an upset-billing call with follow-ups in OphyAI Interview Practice, and see our customer service representative interview questions.
Retail Associate Manager and Retail Store Manager
What they test. Coaching and operations. The Associate Manager posting covers coaching, plan-o-gram compliance, “discounting, and credits” and wait times; the Store Manager posting covers hiring, scheduling, labor controls, marketing and loss prevention, with 2-4 years of retail sales management preferred.
Red flags. No numbers, blaming staffing for misses, no coaching example. One candidate report says a business plan was requested for a manager role, so ask whether yours needs one.
How to prepare. Bring a sales result you moved, an underperformer you coached, and a 90-day plan. Run a manager-level mock in OphyAI Interview Practice; see our sales manager interview questions.
Software Engineer
What they test. Enterprise delivery. A Frisco posting asks for Java, Spring Boot, REST APIs, microservices, Azure, MongoDB and Splunk; a Billing Platform posting asks for C, C++, Oracle, SQL and Tuxedo. T-Mobile does not publish its loop; candidate reports describe a recruiter screen, technical interviews and a hiring manager round.
Red flags. No legacy modernization or production incident story, no view on high availability.
How to prepare. Use our coding interview examples and system design guide, and use Coding Copilot in the desktop app (OphyAI Coding Interview, Premium) on live coding rounds.
Product and Program Manager
What they test. Outcome ownership with evidence. A Bellevue Sr Product Manager posting says the role “originates the plan, defends it with evidence,” owns a backlog across 5-8 agile teams, runs ROI and NPV analysis, and applies AI tools to strategy work.
Red flags. Roadmaps as feature lists, no metric you moved, data without a recommendation.
How to prepare. Prepare a product story with a hypothesis, the metric and what you changed when the data disagreed. Practice a product case aloud in OphyAI Interview Practice, and read our product manager interview questions.
Data Scientist and Analytics
What they test. Production modeling and business translation. A Bellevue Sr Data Scientists posting asks for Python, R, SQL, cloud platforms, causal inference, drift diagnostics, A/B testing and Tableau or Power BI, on site at least 3-4 days a week.
Red flags. Accuracy without business impact, no story about a model that failed in production.
How to prepare. Walk one model end to end: data, validation, deployment, monitoring and the decision it changed. Rehearse it in OphyAI Interview Practice with our data scientist interview questions.
Business Sales (Account Executive)
What they test. Prospecting, renewals and negotiation. A Government Account Executive posting lists monthly sales and renewal targets, Salesforce and Excel, and 3+ years of government, business or wireless sales preferred.
Red flags. No pipeline or quota numbers, no renewal or upsell story.
How to prepare. Bring two years of quota attainment and a deal won from a cold start. Rehearse a discovery call and an objection in OphyAI Interview Practice; see our sales representative interview questions.
Internships
What they test. Curiosity and project depth. T-Mobile’s internship page says internships last 11 weeks and interviews “are virtual,” running from fall through March; a Summer 2027 cloud security internship pays $27-$50 an hour.
Red flags. No project you can explain in depth, or applying after most interviews have run.
How to prepare. Record two project walkthroughs and four STAR stories in OphyAI Interview Practice; see our software engineer behavioral questions.
Common Questions with Frameworks
T-Mobile publishes no question bank. Questions 6, 7 and 20 are candidate-reported (snippet-only, see sources); the rest are standard for these roles and map to skills T-Mobile’s postings list. Use the STAR method and keep answers near 90 seconds.
1. “Tell me about yourself.” (Opener)
Thirty to sixty seconds: what you do now, one customer or sales result, and why this role. See how to answer tell me about yourself.
2. “Why T-Mobile?” (Motivation)
Two specific reasons and one thing you bring: the Mobile Expert path, the Team of Experts model, the employee stock grant, or your product area. More in why do you want to work here.
3. “Which Un-carrier value means the most to you, and when have you lived it?” (Culture)
Pick one of the five values and tell a real story, such as refusing a shortcut that would have hurt a customer.
4. “What do you know about our current plans or offers?” (Product knowledge)
Name two or three in plain words and who each suits. Never invent a price.
5. “Sell me this phone.” (Retail role-play)
Ask what they use it for, what frustrates them and what they pay; connect one feature to one need; then ask for the decision.
6. “Tell me about a time you went above and beyond for a customer.” (Customer love, candidate-reported)
Pick a moment outside the script that changed the outcome, and end with the result.
7. “How have you handled an upset customer?” (Care and retail, candidate-reported)
Acknowledge, listen, restate the problem, explain what you can do now, and follow through.
8. “A customer says their bill is higher than they were promised. What do you do?” (Care)
Verify the account and notes, explain charges plainly, fix what policy allows, and escalate with a clear summary if you cannot.
9. “How would you handle a customer who is behind on payments?” (Care, collections)
Lead with empathy, confirm the balance, offer the available options, and agree a specific next step.
10. “A customer wants to switch carriers. What do you say?” (Retention)
Ask why first, solve the real issue if you can, and respect the decision if you cannot. Pressure fails “Do It the Right Way.”
11. “Tell me about a time you missed a sales goal.” (Sales)
Own the miss with a number, the cause you controlled, the change and the next result. Blaming traffic is the red flag.
12. “How do you ask for referrals or bring customers back?” (Prospecting)
Describe a habit: a post-purchase check-in, a simple referral ask, notes on who plans to return.
13. “Explain 5G or home internet like I have never used it.” (Customer education)
One analogy, a check for understanding, one rephrase, under a minute.
14. “Walk me through troubleshooting a phone that will not connect.” (Problem solving)
Gather facts, test simple fixes (restart, settings, SIM), isolate network versus device, fix or escalate, confirm.
15. “Tell me about a time you learned a new system quickly.” (Change agility)
The system, how you learned it, how soon you were productive, and what you taught others.
16. “Describe a time you helped a teammate hit a team goal.” (One Team, Together)
Show what you shared or gave up, and the team result.
17. “How do you juggle a line of customers and an active chat?” (Multitasking)
Set expectations, prioritize by urgency, and keep accurate notes.
18. “Are you available evenings, weekends and holidays?” (Availability)
Be specific: “Saturdays and three weeknights” beats a hedged yes.
19. “How would you coach a Mobile Expert who is friendly but not closing?” (Store leadership)
Observe, find the gap (no discovery, no ask), model it, role-play, set a short goal, follow up weekly.
20. “What would your 90-day plan be for this store?” (Store manager, candidate-reported)
Month one: learn the team and metrics. Month two: fix the biggest gap. Month three: build habits and measure.
21. “How do you control discounts, credits and loss prevention?” (Store operations)
Clear rules, spot checks, coaching rather than blame, and a problem you caught early.
22. “Design a system that processes mobile orders reliably.” (Software engineer)
Clarify scale and failure modes, sketch APIs, an event-driven flow with retries and idempotency, storage and monitoring.
23. “Tell me about a product bet the data proved wrong.” (Product manager)
Hypothesis, metric, what the data showed, and what you changed.
24. “How do you know a model is drifting, and what do you do?” (Data scientist)
Monitor inputs and accuracy against a baseline, alert, diagnose data versus code, retrain or roll back, and tell the owner.
25. “Do you have any questions for us?” (Close)
Ask how the first 90 days are measured, what training covers, and when they will decide. For pay, see how to answer salary expectations.
Record your weakest five answers in OphyAI Interview Practice and re-run them until each ends with a result.
Culture Fit: Customer Love and One Team
Customer love. The careers site says “We don’t just do customer service. We do customer love.” Expect a customer story in every interview.
One Team, Together. Team of Experts measures teams, not individuals, and retail postings describe a team-based culture. Stories about helping peers carry weight.
Dream Big and Deliver. Postings tie pay to targets. Bring numbers.
Do It the Right Way, Always. Mobile Expert postings name “quality of sale metrics.” Interviewers listen for honest selling, not pressure.
What interviewers screen for: genuine enthusiasm, comfort with sales goals, calm problem solving, schedule reliability, coachability and clear explanations for non-technical customers.
Compensation Overview (2026 Estimates, USD)
T-Mobile prints pay on every posting and links a pay lookup tool by location. The figures below come from individual postings checked in October 2026 and from Levels.fyi (self-reported); check your own posting first.
| Role | Base Salary | Total Compensation (Base + Bonus + Equity) |
|---|---|---|
| Mobile Associate, Store-in-Store (Mobile, AL posting) | $18.00/hour plus $5.00/hour training pay | $20/hour floor including incentives; Mobile Expert incentive target after training |
| Mobile Expert (Medford, OR posting) | $18.00/hour | Plus $18,000 annualized incentive target and annual stock grant |
| Sr Mobile Expert (San Francisco posting) | $34.00/hour | Plus $7,200 annualized incentive target |
| Customer Service Account Associate (Wichita, KS posting) | $20.00/hour plus up to $750 in training milestones | Account Expert incentive target $4,400/year after training |
| Retail Associate Manager (Cary, NC posting) | $43,200-$75,675 | $57,600-$100,900 total target cash |
| Retail Store Manager (Virginia Beach, VA posting) | $55,200-$99,525 | $73,600-$132,700 total target cash |
| Account Executive, Government (Overland Park, KS posting) | $78,060-$140,760 | $130,100-$234,600 total target cash |
| Sr Software Engineer (Billing Platform posting) | $113,600-$205,000 | Plus 15% corporate bonus target |
| Sr Product Manager (Bellevue, WA posting) | $121,600-$219,400 | Plus 20% corporate bonus target |
| Sr Data Scientists (Bellevue, WA posting) | $166,036-$171,036 | Bonus eligibility stated, target not given |
| Software Engineer (Levels.fyi, US) | Not split out | About $115K (T1) to $231K (T5), median $141K (self-reported, 467 submissions) |
| Product Manager (Levels.fyi, US) | Not split out | About $121K (L9) to $308K (L5), median $198K (self-reported, 128 submissions) |
Incentive targets assume you hit goals, so ask what share of Experts reach target in that store or center. Postings also list medical, a 401(k), stock purchase and tuition assistance. Before negotiating a corporate offer, read our salary negotiation guide.
Preparation Timeline: 2-4 Weeks
| Week | Focus | Activities |
|---|---|---|
| Week 1 | Posting and product | Pick one requisition, map its required skills to your stories, learn three current T-Mobile offers, read the five Un-carrier values |
| Week 2 | Stories | Write eight STAR stories (upset customer, sales goal hit and missed, learning fast, teamwork, honesty, multitasking, a fix you owned) and practice questions 1-18 aloud |
| Week 3 | Role extras | Retail: discovery-first sales role-play. Care: billing, collections and retention calls. Managers: coaching and a 90-day plan. Corporate: coding, a product case or a model walkthrough |
| Week 4 (managers, corporate) | Loop readiness | Full mock loop, questions for each interviewer, references and background check details ready |
Common Mistakes
Hiding from sales. Mobile Expert pay is built around an $18,000 incentive target in the posting reviewed. Saying you dislike selling ends the interview.
Feature-dumping in the role-play. Recommending a phone before asking a question fails needs discovery.
Hypothetical answers. “I would…” is not a STAR story. Interviewers want what you did.
Applying to an authorized retailer by mistake. If the job is not on T-Mobile’s own careers site, the employer, pay and process may differ.
Prepare for T-Mobile with OphyAI
T-Mobile’s interviews reward specific stories and a confident sales conversation, which come from practicing aloud. Run voice or text mock interviews in OphyAI Interview Practice, review the transcript and per-answer feedback, and tailor your resume to each posting in OphyAI Resume Builder. The free plan’s 5-credit grant covers one practice session capped at 15 minutes; paid plans start at Pro, $29 a month, and there is no $9 plan, because the Basic plan was retired in July 2026 (see pricing). On live video rounds, Interview Copilot suggests answers in real time; the Mac and Windows desktop app keeps its window out of screen shares, but not from a camera, a person in the room or proctoring software. Start practicing →
Start Your T-Mobile Application
Ready to apply? OphyAI can help at every stage:
- Search for open roles at T-Mobile and similar companies with AI-powered job matching
- Generate a tailored cover letter that highlights your fit for the role, plus follow-up emails and thank-you notes for after your interviews
- Track your application status alongside every other role you’re pursuing
Pair these with Interview Copilot for structured live interviews, or practise first with OphyAI Interview Practice.
Related company guides
- AT&T interview guide
- Best Buy interview guide
- Apple interview guide
- Target interview guide
- Walmart interview guide
Frequently Asked Questions
What is the T-Mobile interview process?
For most store and care jobs: an online application on T-Mobile’s careers site, a phone or video screen, one or two behavioral interviews with store or care leaders, then an offer and a background check. Retail candidates often report a store manager round followed by a district manager round. Corporate roles add technical, case or panel rounds, so ask your recruiter how many to expect.
How long does the T-Mobile hiring process take?
T-Mobile does not publish a timeline. Candidate reports range from about two weeks to two months, with corporate roles at the longer end. Internship interviews run from fall through March, according to T-Mobile’s internship page. Ask the recruiter for the decision date at the end of each interview so you know when to follow up.
What is the difference between a Mobile Associate and a Mobile Expert?
A Mobile Associate is the entry title during training: a posting reviewed in October 2026 pays $18.00 an hour plus $5.00 an hour training pay within the first 90 days. After training, Mobile Associates promote to Mobile Expert and become eligible for an annualized incentive target, $18,000 in the postings reviewed.
How much does T-Mobile pay Mobile Experts and Account Associates?
Pay varies by location. Postings checked in October 2026 show $18.00 an hour for a Mobile Expert in Medford, Oregon, plus an $18,000 incentive target, and $20.00 an hour for a Customer Service Account Associate in Wichita, Kansas. T-Mobile states that every employee earns at least $20 an hour including base pay and incentives.
Does T-Mobile use AI to screen applicants?
Yes, according to T-Mobile’s Workforce Privacy Notice. It says an AI tool lets recruiters see how an application and resume align with a job and “suggests a match classification that our recruiters review before selecting candidates to interview.” It also says T-Mobile may collect live and recorded interviews, so assume your video interview could be recorded.
How does OphyAI work in a T-Mobile interview?
Rehearse the 25 questions and the sales role-play in OphyAI Interview Practice, which runs voice or text mock interviews with follow-up questions, a transcript and per-answer feedback. On live video rounds, Interview Copilot suggests answers in real time on Zoom, Microsoft Teams or Google Meet. In the desktop app the answer window is excluded from screen sharing, but not from a webcam or a person in the room. Corporate engineers can use Coding Copilot (Premium) for coding rounds.
Is T-Mobile customer care remote?
Many care jobs start on site. A Meridian, Idaho Account Associate posting is marked “ONSITE” and offers qualifying Experts a hybrid schedule 60 days after training graduation if they meet performance and attendance goals. Corporate postings vary; a Bellevue data science posting requires on-site work at least 3-4 days a week.
Sources and verification notes
Sources checked October 2026 and opened directly unless marked. Glassdoor and Indeed returned 403 (blocked) to automated access, so every detail labelled candidate-reported (round order, interview length, the 2-week to 2-month range, the call simulation, offer order, the manager business plan, questions 6, 7 and 20) comes from search snippets of Glassdoor reviews: snippet-only anecdotes.
- T-Mobile Careers home, Retail jobs and Customer Experience jobs: opening counts, titles, CASS assistant. Checked October 2026.
- T-Mobile Careers, Culture and Benefits: Un-carrier values and “customer love” wording.
- T-Mobile Careers, Internships: 11-week program, virtual interviews fall through March, locations.
- T-Mobile Careers, Legal: E-Verify, accommodations.
- T-Mobile Workforce Privacy Notice (last updated June 29, 2026): AI match classification, recorded interviews.
- T-Mobile postings on Workday (pay, requirements; postings change): Mobile Associate, Store-in-Store, Mobile, AL, Mobile Expert, Medford, OR, Sr Mobile Expert, San Francisco, Customer Service Account Associate, Wichita, KS, Account Associate OnSite, Meridian, ID, Retail Associate Manager, Cary, NC, Retail Store Manager, Virginia Beach, VA, Retail Store Manager, Birmingham, AL, Sr Software Engineer, Billing Platform, Sr Engineer Software, Frisco, TX, Sr Product Manager, Bellevue, Sr Data Scientists, Bellevue, Account Executive, Government, Overland Park and Summer 2027 Cloud Security Internship.
- T-Mobile US Form 10-K for 2025 (SEC): headquarters, about 75,000 employees, total customers.
- T-Mobile Newsroom, Srini Gopalan to succeed Mike Sievert as CEO (September 2025): CEO change on November 1, 2025.
- T-Mobile Newsroom, Introducing Team of Experts (August 2018) and T-Mobile for Business, How Team of Experts reinvented customer support: TEX launch, 40-member regional teams, P&L ownership.
- Light Reading, T-Mobile US has just cut more than 4,500 jobs (August 2026): full-time headcount from Deutsche Telekom figures.
- Atlanta News First, authorized retailers vs carrier employees (February 2026): T-Mobile authorized retailer statement.
- Levels.fyi, self-reported: T-Mobile software engineer salaries (updated October 10, 2026) and product manager salaries (updated July 22, 2026).
- Glassdoor, T-Mobile interview questions: blocked (403); snippet-only, candidate-reported.
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