Initial 30-minute recruiter screening. This was not a conversation with the hiring manager, so the discussion remained appropriately high-level. Overall, it was an efficient and respectful use of both my time and the recruiter’s. The second half of the call included two components: a quantitative/problem-solving exercise and a situational assessment. The questions were structured to evaluate analytical reasoning, comfort with numbers, and the ability to think through ambiguous scenarios in a clear and logical way. They were fair, relevant to the role, and reflective of the core competencies required.