The steps in the process were as follows: recruiting manager phone screen, hiring manager interview (2 behavioral questions), 2 interviews (behavioral + overall), then I waited for quite a long time, with a few follow-ups from my side, and got an offer.

Unity has a lengthy interview (5+ HR screen) process, so be prepared. I met with a few good interviewers, but there were also red flags with others. I'll say that the ones who had been in the company for over 4+ years made comments that indicated they were not interested in changes/improvements to their existing software delivery process, contrary to what the job req said they were seeking in a successful candidate. I got the impression that HR helped write the requisition in hopes of improving areas of the company that are known weaknesses. The hiring manager was a Director (newly minted) and was arrogant and hierarchical in describing how the role would function during the final interview. He was incoming to the XR org and had little knowledge of the team's challenges. The final interview instinctively felt like he was talking through the hour, fishing for ideas from my previous experience to implement as his own. I was relieved when the interview ended and did not follow up with the Recruiter. The XR Team is not the place for mid-senior level TPgM who want to evolve, grow their skill sets, make an impact, etc. My observation is that the role function is more of a scrum master. This is an ideal place for those who are looking to coast.