Initial call with recruiter, to talk about interest in role and background. Then technical interview with hiring manager to go over coding comeptancy and then technical depth in area. Finally, some time at the end for questions to the manager

Application & Recruiter Screen After you apply (or are referred): A recruiter phone call (20–30 min) Covers: Your background and experience Role fit and location Basic behavioral questions Compensation expectations (sometimes) ✅ Tip: Be ready to explain your resume clearly and concisely. 2. Phone / Virtual Screen This is usually 1–2 interviews: 45–60 minutes each Mix of: Behavioral (Leadership Principles) Role-specific questions (technical, ops, analytics, etc.) For tech roles, this may include: Coding or system design SQL / data questions Case-style problems ✅ Tip: Use the STAR method and include metrics. 3. Onsite / Virtual Loop Interview This is the main interview stage (often virtual now): 4–6 back-to-back interviews Each interviewer focuses on: 1–2 Leadership Principles Deep dives into your past experiences Includes a Bar Raiser interviewer Possible formats: Behavioral interviews Technical or case interviews Written exercise (for some roles) ✅ Tip: Expect follow-up questions and challenges to your answers. 4. Bar Raiser Interview Conducted by a trained interviewer outside the hiring team Focuses on: Long-term potential Leadership Principles alignment Hiring bar consistency They may push harder and probe deeper than others. 5. Hiring Decision (Debrief) Interviewers meet to discuss feedback Decision is based on: Leadership Principles Role competency Overall hire bar You typically hear back within a few days to two we