1. Recruiter screening 2. Skills assessment with Sr. PM 3. Behavioral assessment with Manager 4. Panel-style presentation consisting of 3 people and some follow-up questions For the final interview, they will send you a prompt and request you to create a presentation that you'll present to the "board". I felt that a lot of their comments/questions and things I may have missed was due to a misalignment of expectations. For example, the prompt said to include a high-level timeline and in my feedback I was told they were expecting to see dependencies mapped out in the timeline - which isn't high-level. Another example was that they expected that I knew how Caylent worked - like how an SOW would have already been signed at this point and that would dictate if this was a fixed or variable budget, while the prompt said this was a pitch-meeting. Overall, I felt that I fulfilled the prompt, but they were expecting something else. Additionally, the pay range is not at all competitive. I would be taking on a lot more work for less money. For the responsibilities they are expecting for this role, the pay and title should be better

The interview process was very efficient. From the talent coordinator, to the team and hiring manager, I was surprised at how fast the process was. The team knew what they were looking in a team member and moved on it quickly.