Stages: recruiter screening, hiring manager, L&D leader, legal leader, stakeholder interview, take-home assessment, and a final presentation to a three-person panel. The final stage felt more like providing a consulting service than an interview. The process was a significant time investment for everyone involved, but particularly for candidates given the hours required to complete the assessment and prepare for the panel presentation and Q&A. Everyone I met throughout the process was lovely, but I’d consider that the minimum expectation of any interview process rather than a standout positive. My overall impression was that the process was designed for a Director-level candidate. Since then, the job title has been changed to Senior People Business Partner, which aligns more closely with the level of scrutiny and assessment involved. That said, with regional headcount currently around 50 and expected to remain below 100 for the foreseeable future, I’m not convinced the scope of the role would be sufficiently challenging to retain the calibre of candidate the process appears to be targeting.