1. Phone screen with sourcer/recruiter 2. Onsite interview consisting of 6 separate 30 minute interviews. Each person is focusing on a different topic 1) Meeting with HM, 2) Meeting with Sr. Manager of TA, 3) Math, 4) Mock intake meeting, 5) Mock offer negotiation exercise, 6) Deep dive into 1-2 tech roles you've recruited for, SDLC lifecycle, frameworks, etc. Overall, it was a fast interview process which I appreciated. You do get the sense that they take themselves a bit too seriously. The Sr. Manager should re-evaluate the questions he asks during the interview process because they lead to a lot of unconscious bias. Some of his reasoning for asking these questions is he wants to see your "authentic self" not knowing that there are several people that need to mask who they are. Not everyone feels represented or like they can be their authentic self. You need to let people do it on their own timeline vs forcing it. Hopefully this is something he realizes/decides to change. Some of the interviews seemed like overkill. The math interview for example. The interviewer has you calculate offer details given base, bonus, RSUs, etc. There are 5-6 different math problems to solve. They were easy and they really want to see how you walk them through the problems. In all honesty, it felt like a useless interview. The technical deep dive interview was too much lol. Know the SDLC lifecycle, be able to discuss the roles you recruit for in detail, be able to discuss various frameworks/tools they may use, etc. Some of these interviewers seemed to rush through their questions and didn't leave much opportunity for dialogue/conversation. It's hard to really evaluate the company/team during this interview process. Final thoughts: Fix your interview process. Some of these steps are unnecessary and are modeled after SWE/Technical roles and are just plain stupid when evaluating roles in Talent Acquisition.