HR screening, then several 30-minute remote interviews comprising one round. A mix of behavioral and think aloud questions. Communication was not ideal about the process and timelines; I received one of my interview invites 10 minutes after the scheduled start time.

I've interviewed with FINRA on three separate occasions, and the typical interview format is: Round 1: Initial screening with HR Round 2: Interview with the hiring manager Round 3: Joint interview with the hiring manager and their superior, with questions focusing on skills and core competencies. While the process appears thorough, I would caution prospective candidates for the following reasons: -The interview timeline can be excessively lengthy and stretching over several months. - In my experience, HR has not adhered to promised update timelines. For instance, after a final-round interview, I was told by the hiring manager that HR would reach out with decision information "soon." However, two weeks passed without an update and, my follow-up email went unanswered. When I called to check on the status, I was informed that I had been declined and, the lack of communication was due to technical issue with their HR software. In all instances, I did not receive feedback on why I wasn’t selected from HR. However, during final round interviews, I sought feedback on my suitability for the role and received only positive responses which led me to believe I would receive an offer. After the interview process concluded, and I waited over two weeks for an update I was declined. Furthermore, through independent research I discovered that ALL the positions I interviewed for were filled by an internal candidate. FINRA HR team, if you are considering improvements to the hiring process, the following adjustments may enhance candidate experience: -If an internal candidate is preferred, consider posting the role on an internal job board exclusively for a defined period (e.g., two months). After this window, open the position to external applicants only. Based on my experiences, I perceive that external candidates are engaging in the interview process to meet procedural requirements, rather than for genuine opportunities. -Recruiters should honor their timeline commitments and provide constructive feedback, even for those not selected. - If a candidate requests feedback from a hiring manager, it would be helpful for responses to remain neutral or informative and avoid statements that might unintentionally convey false confidence.