The interview process commenced with diligent company research and practice for behavioral questions. On-site, a friendly HR welcome led to a panel discussion with executives posing insightful queries about my background. However, the subsequent technical test proved grueling, lasting over two hours and covering complex scenarios. Post-interview, I sent grateful follow-ups but endured a nerve-wracking week awaiting news. Ultimately, the rigorous evaluation culminated in a job offer, highlighting both the stressful and rewarding facets of securing a role. This comprehensive approach assessed my skills and cultural fit effectively.

3 interview rounds - phone screen by recruiting, video conference behavioral interview, and in-person case study. The phone screen by recruiting involved just a few questions, some information about the role and the interview process and an opportunity to ask questions of the recruiter. 30 minute phone call and most of the time was spent on the role and the interview process. The second phase, the video conference interview with a person in the role, was unprofessionally done. The interviewer was 15 minutes late to the interview. She had no idea for what role she was interviewing me and she had the wrong resume. When I sent her my resume during our call, it was clear when she received it because she was very distracted trying to read my resume instead of focusing on the interview. The blessing and curse of the video is that you can see the interviewer running her hands through her hair and then reading her computer screen. The interview questions in the 2nd round were not obviously behavioral...in other words, she did not start them with "tell me about a time when you did/faced/were challenged by/etc." The questions were much more general: walk me through your most recent roles and how did you approach the project.