The typical process is an initial phone screen (with some scripted questions) by an HR employee. If responses are adequate, the next step is a technical phone interview with questions that are a bit tougher, and designed to get a feel for your technical background. I found the interviewers to be quite understanding as many of the questions lend themselves more to whiteboard discussion rather than phone conversation. The questions tend to get progressively harder, in an attempt to get you to the point where you will admit you don't know. They want employees that are honest and willing to acknowledge their boundaries rather than trying to fake it. If the phone interview goes well, they will bring you in for an onsite interview. The hiring manager works with you to select a presentation topic. The onsite interview process is grueling. There are a few company info sit downs, but the primary part is giving an oral presentation to a group of employees (typically in similar job functions), followed by an intensive technical interview. The presentation portion is intended to review your presentation and people skills, while the technical portion is again to judge your abilities technically, and get you to the limits of your knowledge to see if you'll admit your boundaries or not. DO NOT TRY TO FUDGE YOUR WAY THROUGH! These guys are way to smart for that, and it turns them off. They want instructors (in this case), and don't want people who are going to fudge their way through a class and teach potentially wrong information. After the technical interview is some HR benefits stuff, and a manufacturing tour while the team deliberates.