Average interview process with an intro with an HR representative, a long 3 stage process, each being an hour, and a short turn around time on an answer. First stage, after HR, is the direct manager that you'll be on their team. That one will be the most technical with a lot of the questioned below. The 2nd stage will have you do code reviews for a junior engineer. It's a contrived example. You'll be looking at the other person's screen through screen recording. They're currently doing a lot of AI work right now and expanding their team (they claim) and so the 2nd example they give is fixing a MNIST classifier that is successfully classifying very poorly. They made changes to the settings on the training run. Simple examples overall. They at least have the common sense to not go on full leetcode problems, but be prepared for "what is wrong with this code?" style questions. Last interview is mostly personality and some more questions on general technical style. Overall friendly, but not very professionally run. People were late in multiple interviews. The excuse was "scheduling issues". They offered a cap of 125k for this role. So, if you'd like to make, if you're lucky, +7k less than the median national salary for a developer (all levels) at the maximum, good role (It was emphasized multiple times that the company is really investing in AI team expansion at the time to figure out "What AI means for NAVEX". I'd hate to see what they offer when they aren't willing to pay to get good developers). Otherwise, take this as a safety role and move on. They want very senior staff for a very bottom of the rung pay. It's remote at least. I made two minor technical mistakes during my process (one of the more esoteric questions and not getting to the right setting in the MNIST to change before they called time). That wasn't enough to cut me off from advancing. What was was the last interview where I "didn't go in depth enough to the level of a senior staff engineer". In retrospect, I'd have picked a different project with more five alarm fires and gone on for an additional 5-10 minutes about trouble shooting and deep architectural level issues. Be prepared for one of those. I also should have mentioned more of my tooling, particularly around the CI/CD pipeline. These were the problems that got them to reject me. It was enough for them to reject me on grounds of "not being where they need me to be for the role". I suspect they'll continue to have issues with the price they offer even as they burn developer time doing interviews. Also, apparently HR and the developers are confused as to whether this is for a Principle engineer role or a Senior Staff Engineer role. I heard either way multiple times through the process. All-in-all, study the technical questions I provided bellow well, have really long and complex answers for your tooling on your CI/CD pipeline and static code analysis tools, and give a really strong and highly "five alarm fire" type of high level project journey description, and you'll do better. Or, find a less nitpicky company to interview at that will pay you commensurate with your experience. Safety job, ultimately.