1. Application & Resume Screening • Purpose: Identify candidates who meet the basic qualifications. • Conducted by: HR or a recruiter. • Tools used: Applicant tracking systems (ATS) may auto-filter resumes. ⸻ 2. Initial Contact / Phone Screening • Purpose: Confirm interest, availability, salary expectations, and basic fit. • Duration: 15–30 minutes. • Conducted by: Recruiter or HR representative. ⸻ 3. First-Round Interview • Format: Could be phone, video, or in-person. • Purpose: Assess skills, experience, communication, and cultural fit. • Conducted by: Hiring manager or team lead. ⸻ 4. Technical or Skills Assessment (if applicable) • Types: • Coding tests (e.g. for software engineers) • Writing samples • Case studies • Role-specific tasks • Purpose: Evaluate hands-on abilities and problem-solving. ⸻ 5. Second-Round / Panel Interviews • Format: Video or in-person; may include multiple interviewers. • Purpose: Deep dive into technical, behavioral, and situational questions. • May include: • STAR method questions • Team fit assessments • Leadership or scenario-based questions ⸻ 6. Final Interview / Executive Interview • Audience: Senior leadership or executives. • Focus: Cultural alignment, strategic thinking, long-term vision. ⸻ 7. Reference Checks • Conducted by: HR or hiring manager. • Purpose: Validate candidate’s history and performance.

Basic questions asked about previous experience. Not too difficult. Can take some time to hear back from company and hr but keep in contact with them. That is all