I applied online, and three days later, I received a call and an email inviting me to complete a “Digital Introduction” (an on-demand video interview). The email included a polite introduction from the recruiter, a delineation of the salary range and bonus system, and a link to an overview of the benefits package. My Digital Introduction consisted of three questions. First was the opportunity to provide a professional introduction, and it allowed for retakes. Two and three were position specific, had a time limit of two minutes per response, and did not allow for retakes. Approximately a week later I did receive an invitation to continue. Prior to the second interview, I was directed to complete an “Employment Application” (two background check forms) requiring information such as the following: educational history, employment history for the previous 10 years, salary history for each employer (from which I was exempt, as I reside in California), and professional license details. The second interview was a “Live Digital Interview” with a panel of two interviewers. Like the Digital Introduction and the background check forms, the Live Digital Interview was accessed through the Candidate Zone. I recommend planning additional buffer time for entering the Candidate Zone, as entering involves more steps than entering Google Meet or Zoom, and I experienced glitches. My interviewers had been with the company for varying lengths of time (one for 0 Years 11 Months and one for 16 Years 09 Months) and had different educational backgrounds (one an Ivy League MBA from a top ten program – coincidentally the MBA program from which my grandfather had graduated - and one a bachelor's from a regional university). Both interviewers were engaged, professional, and welcoming. The interview format was semi-structured with STAR (Situation / Task / Action / Result) method questions. Several times the interviewers asked me to expound upon an answer. One of the Live Digital Interview questions was identical to one of the Digital Introduction questions, which was awkward, as I was not sure who had viewed the Digital Introduction. One notable interview question asked was whether I considered this position to be a significant change from my previous employment experiences. While I did not consider the position I was interviewing for to be a significant change, my impression was that the interviewers did consider it to be a significant change. There was time at the end of the interview for me to ask questions, and I asked primarily questions to clarify the current change management and communications workstreams (as they relate to the role), the current and planned OCM initiatives, the degree to which ECM has been built out, et cetera. For reference, during the same week as my second Edward Jones interview, I was also interviewing with / moving forward with a top tech company, a top social network company, and four consulting firms. In comparison, I would characterize the Edward Jones interview process as politely reserved. Personally, I enjoy interviews that are more conversational. In the Edward Jones interview, I felt as though I was being asked to sell myself and define specific experiences, (check boxes), whereas in other interviews, I felt as though I was being asked to be myself and to have organic conversations that led to deeper discussions of my experiences, my approaches, their initiatives, and how I could contribute. That said, I greatly appreciate that the Edward Jones process was clear and organized, and I especially appreciate that all the communications I received from Edward Jones aligned with their projected deadlines for decisions – including the final email informing me I was not longer in contention. The recruiter was great and provided me with pertinent information in advance of each step. Overall, the experience was positive, and if a position of interest opened in the future, I would interview with them again. Specific to their OCM/ECM, they seem to be growing and expanding their capabilities with intention and thoughtfulness, and they seem to be building out a solid team of people and a consistent framework to support a portfolio of change, so I would expect this and related positions to be a nice opportunity for the individual who receives the offer / accepts the position. That said, they do not seem to have a clear vision of their FOW, (they mentioned that this was the first time structuring this type of role as a possibly remote role), which could be an opportunity for growth or for frustration depending on your outlook.