The interview process is quite lengthy and thorough and has at least 4 stages: 1. An HR assistant conducts a "pre-screening" interview asking about work history, expectations about working environment, and future goals. The assistant also shared some background on the company and highlighted its "hockey stick" growth pattern. If you pass pre-screening, you're send an access code to complete an aptitude and personality profile called the "ProfileXT" 2. An in-person interview with the HR manager and HR assistant goes over the ProfileXT, and tries to feel you out for your "fit" within the company. Computronix seems very concerned to get people who can "work together" and it prides itself on its sense that it is a "corporate family" where the company and employees care about each other and treat each other like family. Some scenario questions are asked based on the results of the ProfileXT. The company also has a composite profile of their "ideal" project manager using the ProfileXT; outlying values in your profile will be probed against this ideal profile. 3. A 4-5 hour intensive interview session will be booked for a late afternoon meeting. This involved a pizza supper. A cross section of middle-level managers in the company (team leads, project managers, HR people) as well as the other candidates for the position (this was a first for me) were also in this session. This was the first session where "technical" or professional-type questions were asked. Again, the concern is to find the person with the right "fit". Questions involved planning a project (moving your family over a weekend) and then given additional risks and asked how would you resolve them (the moving truck doesn't show up). A core concept that the company wants to pull out is where you fit on the spectrum of being a "people pleaser" with your team or a "hard a*s". How do you motivate your team to get the work done? How do you manager the under-performers? How do you not burn out your team? Working on these questions with the other candidates adds an interesting dynamic as you want to outshine your competitors but at the same time be affirming of them and their responses and contributions. 4. A couple of people were then shortlisted for a 2 hour interview with the senior executive. This interview was again, very focused on the results of the ProfileXT and how you would manage your team. A number of impossible scenarios were presented (in the vein of the Kobyashi Maru for Star Trek fans) and you are asked to respond. Their goal seemed to be to find weaknesses and asked questions like, "When do you get frustrated at work?" "Give us a time when you weren't getting what you needed from your manager."

Very professional. Initial phone interview with technical recruiter, followed by HR manager and technical questions with technical teams. First set of online questions centered around how well one can work within a team. They also tested respect and trust with the team. Empathy and ethical attitudes are very important at Computronix. They pay less attention to technical skills at the initial stage of the interview but behavioral assessment. Candidate should pay lots of attention to team spirit, respect and empathy