Phone Screen, followed by in person interview with an Excel case test The in-person interview was split into three parts. Two interviews and the case test. This seems standard. I was provided incorrect information by the recruiting team on whom I would be seeing and the posting for the position was not geared towards a specific position within the greater department, obscuring what would actually be important. Each manager worked in the same department, but had highly disparate responsibilities, functions and skill needs. It seems that they are looking only for a "total package" candidate, as the feedback I received during the interview directly contradicted the reasons I was not selected. The company admitted that their interview process is flawed and is piloting a training program to better even the playing field. It does not look like the pilot is working if feedback contradicts itself to candidates. I was left with the impression that the company is not entirely comfortable or certain what it's trying to do, who it needs to do it, and what the essential aspects of the positions they are filling are. That's not a recipe for success, especially considering that skills in programs can be learned, and professionals will have different exposures in their own backgrounds at other companies. If Wayfair intends only to hire the exact specifications for any position, they will need to reconsider their compensation structure as having ALL skills, no matter how minor, would require a higher than average pay, which the company does not. I have interviewed before with this company and will not be doing so in the future as a result of the experiences I've had.