The interview process started with multiple phone screening interview by the external recruiter. The external recruiter subsequently scheduled a phone interview with senior firm personnel to include the internal human resources manager, department head and firm president. As preparation for this phone interview a technical questionnaire had to be completed which highlighted industry and personality matters. After the phone interview, an online personality and IQ assessment had to be completed in anticipation for the on-site interview. This on-site interview was organized appropriately and included a panel interview (entire applicable department, other department heads and internal human resources manager), behavior assessment (lunch) and work assessment (scenario exercises). A follow up interview was conducted by the president to further gauge the level of interest in the position and relocation. The level of follow up from the firm stalled out after this meeting as the firm determined whether I would be a good fit (since I had not already committed to relocation). This delay was a direct result of the firm not discussing the relocation and compensation package available. The firm cannot expect professionals to commit to relocation without providing the professional with a relocation and compensation package. The firm will want to be consider handling this part of the process better in the future since it did not result in a positive outcome for either party. The process concluded with a call from the external recruiter confirming that there will be no offer.