Overall the interview process was 5 separate interviews. Met with hiring manager and +1 mgr first, then cross functional stakeholders, then execs. All very conversational (tell me about a time when, how would you approach, what was the most/best/worst, etc). It was clear that each interviewer was interested in my problem solving approach and having a back and forth discussion. I worked with Austin King as my recruiter- and he was really great the whole way through. I really appreciated how proactive he was with making sure I was set for each round and ready to put my best foot forward. Could not have done it without him. Truly a great recruiting experience!

The interview starts off normally with a series of meetings with C-level executives but ends in a puzzling manner. After completing the rounds of interviews, they require the candidate to prepare a case presentation for a panel of employees who role-play those same executives you spoke with earlier. When I questioned why this step was necessary (it seems redundant), I was told it was to help evaluate me as a candidate and assess my executive presence. This seemed quite odd as I thought that's what the initial executive interviews were supposed to achieve. The presentation requirements were also unrealistic as they expected 10-12 slides to be presented within 20 minutes. Lastly, the candidate was expected to answer questions for 25 minutes "in and out of character" although I'm not sure what that means as I was not planning to play a character other than who I am for this position.