After the initial phone call from a Farfetch talent acquisition manager, there are three interview stages, each with a different Farfetcher. They are broken into: - Good for role (my interview was done with the manager for the role, and is to establish if you have the skills & experience to successfully do the role) - Good for Farfetch - to find out how your values align to Farfetch’s 6 values, questions such as “describe a time when you went the extra mile” - Good for growth - to find out how good you are with change / if you have a growth mindset etc. one question was “describe a time you had made a business decision but then the business strategy changed”. At times I found it challenging to come up with an example that fit the specifity of the competency questions. Each interview was led by a different person, within the marketing team. They were each 45 mins to an hour long, and throughout the whole process, the talent acquisition manager would call me in between, prep be ahead of the interviews and call after to share feedback. He was brilliant and very supportive. There were no tests, tasks, or projects.