I went through 5 of the 6 possible rounds: recruiter call, hiring manager zoom, high level manager call, team hr zoom, technical director zoom The final round would be with a VP/ head of the department product sits under. I had really great conversations and really liked the questions I received during all rounds. A good mix of opportunities to talk about skills, technical experience, and personality. You can tell that being able to "fit in" to the culture is a big focus. Unfortunately I had an incredibly difficult time getting these calls scheduled and working with the recruiter to do so. For example, I had provided a full week of availability, the recruiter would ask it was still accurate, and then after I would confirm that they'd say "oh well they aren't available at those times". This is just poor communication and planning. It took me following up for about 2 weeks after my last round to be told the company has rethought the role and wouldn't be hiring for this position. I had started this interview process a month before that update and had been through 4 team interviews. I was very disappointed that it took them that much time to give that sort of update. I would have preferred they told me how exactly they were changing the role or provide me feedback so I didn't feel like I had wasted my time. Red flags I noticed -they don't "do" sick days and you should either work as best you can when you're sick or make sure you make the time up later -they hadn't negotiated for cobra coverage as part of signing package even though you don't get immediate health insurance -one interviewer referenced not using a lot of quant data when speaking with marketing/merchandising because they are more "emotional" -while this was a remote role it was brought up multiple times that since I was in the area of the office I should go in to show face -politicking seems like a big part of growth opportunities at that company - only one person had start up experience and others had been at the company for 6+ years

There was first a screening interview, and then an interview with the hiring manager. After that, there was a panel interview with counterparts, broken out into four separate interviews and a culture interview with HR representative