1. Application & Screening Candidate submits CV/cover letter or online application. Recruiter/HR screens for minimum qualifications, experience, and eligibility. May involve an initial phone/email check to confirm interest, availability, and salary expectations. 2. Preliminary Interview (Phone/Video/Teams) Often with HR, recruiter, or a talent partner. Purpose: to assess basic fit, communication skills, and motivations. Questions often cover: Background and career overview. Why the candidate is interested in the company/role. Salary expectations, notice period, work rights. 3. Technical/Competency Interview Usually with the hiring manager or finance/technical team. Focus: evaluating job-related skills, knowledge, and problem-solving ability. May involve: Competency-based questions (using STAR method). Case studies, accounting/finance scenarios, or practical tasks. Discussion on relevant tools/software (e.g., Xero, SAP, NetSuite). 4. Second-Round/Panel Interview More in-depth, often with multiple stakeholders (finance lead, HR, department head). Focus: cultural fit, teamwork, leadership potential, and handling challenges. May test communication, decision-making, and alignment with company values. 5. Assessments/Tests (if applicable) Some employers include: Excel or accounting tests. Situational judgment or problem-solving tasks. Personality or psychometric assessments. 6. Final Interview / Meeting with Senior Leadership Often confirms alignment with company strategy and long-term plans. May be less technical, more about attitude, adaptability, and growth potential. 7. Reference & Background Checks Employer contacts referees (previous managers/HR) to verify work history, skills, and behavior. Background checks may include qualifications, criminal history, or work rights validation. 8. Offer & Negotiation Candidate receives a job offer (verbal first, then written). Discussion of salary, benefits, start date, and conditions.