Step one: Initial phone screen with talented recruitment professional *Had a great candidate experience with their very professional talent acquisition director-type guy (I think his real title was senior recruiter). He asked technical questions during the initial screen. He was a thorough liaison throughout the entire engagement by giving me courtesy reminder emails for upcoming scheduled interviews as well as pointers and links on corporate figures prior to interviews. Step 2: Meeting with the 'would-be-direct' The director of capture was a great guy! he was so personable, so, naturally, the interview (although technical in its own regard) was free flowing. Step 3: Writing Test (this took me under two hours to complete and was more of a proofreading/copyediting assignment more than it was a writing pompt Step Four: Panel interview with the ownership team This was a great interview. Although the entire leadership team was present, there was one co-owner who was leading the discussion more. We discussed my own experiences, which--at times-- led to a natural segway to their own processes, procedures, and tools. Great leadership/ownership. They are intentional and up front.