Rigorous. On the spot role play. Need to respond to a senior instructor skeptical about all things active learning. On-site sample workshop facilitated. Learned to provide better closure by the end. Great respect for the hiring dean, Susan Georgia Nugent, whose work I continued to follow when she took President of Kenyon College.

Multiple stage interview process starting with phone screening and progressing to a series of individual interviews. From first contact to job offer, it was a three month process. This was potentially drawn out for a number of reasons (on both Princeton and the candidate pool sides), but I've heard from others that this wasn't as lengthy as some of the other hiring timelines they've seen. Unfortunately this means that some candidates might make a substantial time commitment over a long period and still be ultimately unsuccessful. Advice I would give to candidates is to not pause your life for an interview process, but do persevere and try to make the time to accommodate the process if you're serious about the role you've applied for. I found the Princeton team (HR and hiring unit) to be very understanding and accommodating of personal circumstance. I had interviews with about 10 people and they were all great experiences. I was able to meet people from a number of different backgrounds/roles that I would eventually be working with in some capacity. Even if I had been unsuccessful, I would have been happy to have had the experience (albeit exhausted!) There was a fair amount of transparency about what was going on throughout the process and I would say that HR was both proactive and responsive enough to the process that I didn't need to really chase anyone for information. My only critique has already been covered (overall length of process) and this is largely because I would expect Princeton loses out on some great candidates because of the very lengthy process.