It was a pretty standard EM interview process. Hiring manager interview followed by a technical, then "core skills" and "critical skills." I liked that they were very transparent about compensation early in the process but the recruiter was easily one of the worst I have ever worked with in this industry. Scheduled meetings in times that did not work for one party or the other and sent out invites in weird, unrelated time zones.

There were 5 rounds of interview(excluding the Recruiter screen). Recruiter Screen - The recruiter explained the role in great detail, and was very transparent about the salary range for the advertised role. She emphasised that the person filling the role would Manage people working on proprietary technology. Round 1 with a Senior Manager/Director(not in the org for the role advertised) - Mostly focussed on stakeholder management, both adverse and positives of it, and how I handled some of the situations at my previous job. Round 2 with two Principal SEs - Focussed entirely on UML and class diagrams as that's the most objective way to evaluate someone who will potentially work on a proprietary technology in the future. Round 3(In person) with another Principal SE- This time around the interview focussed on the technical aspects of my previous job. The architecture, design etc. As this was a manager position, the focus was on gauging my understanding of architecture and design Round 4(in person) with Hiring Manager - A lot of overlap with Round 1, but this time the questions were more specific to the role, and possibly with the situations I might encounter should I get the job. More emphasis on People Management. Round 5(in person) with Manager, Product Management - Focus on Product understanding and stakeholder management. Some conversations around various SDLC methods and my opinion of them. The whole process from day of applying to final round took around 2 months.