4 Interviews in total over a 6 week period. 2 with direct hiring manager and then the Ghosting began. I didn't push too hard with the initial recruiter but it does make you wonder if they are willing to treat a potential employee this way, I would very much worry I'd be treated the same way as a client. Not impressed.

Process is largely behavioral and lengthy. All in all, interviewed 11 times combined for two roles. Each time the process dragged out over 4-6 weeks only to be a finalist and lose the offer in the end. By the time I got to the end of each process, interview fatigue was real and there’s only so many times you can tell someone how you would turn around a team or develop a product strategy. Feedback on interview performance was slow to be given and always came down to an internal candidate with a shorter learning curve. My feedback for Schwab is if you need more than 3 interviews to decide on a candidate, then you probably don’t want them and should cut them loose sooner. Also would suggest to not ghost candidates in between interviews, especially with such a lengthy process. All this being said, the leaders I interviewed with were all sharp people that had been with Schwab 10 plus years and the work is demanding and interesting. Even though I was asked to interview for a third role, I will be moving on because the candidate management process is too much time investment with no return.