Phone screen with team manager for more of a "cultural fit"/get to know you conversation, followed by "take-home" untimed assessment (C#, React) similar to what you'd expect from one of those timed, online "leetcode" tests from Microsoft/Amazon/etc. It was one brain-teaser type C# exercise, one "we actually do this at Availity" C# exercise, and one React "make a form" exercise. Final step was a video conference technical interview with most of the would-be dev team, including the tech lead. The technical interview involved about 15 minutes of reviewing my assessment and 40 minutes of whiteboarding Battleship. It doesn't seem to me this process would be effective at filtering out juniors and mids from seniors. All questions/coding problems a junior or mid-level dev could answer/complete. No questions about advanced C# or React topics or anything at all that I would expect a "III" to know over a I or a II. No questions about resume/past projects. Either this team does not interview often (probably true) or they already had a candidate in mind by the time they interviewed me (or they wanted someone who didn't express an interest in eventually moving to data engineering roles within the company). It seemed like the interview was about trying to get me to say certain "key phrases" a la a "script" in order to prove I am qualified/unqualified for the position. This is a common interview practice but I don't think interviews should run like that. Each interview should be unique to the applicant to some degree. If you want to know if I know what a stack is, just ask me what a stack is.