The interview process for BizOps is long and arduous. Although the group is about 45 people, the Vice President likes to meet each candidate; this is the bottle neck. First, there is a phone screen with a recruiter, then an in person interview involving 3 one hour case interviews. The case is often set up to cover a problem that the team member had to solve while at google. The second in-person round is again 3 one hour cases, plus an in-formal lunch. The final step is a one hour case with the VP. Overall, team members seemed smart, passionate, and easy to talk to. They were also very transparent about some of the aspects that they felt Google could improve upon. Interviews felt like a discussion and not a stituation where the interviewer was waiting to poke holes or wanted you to stumble. The problem is that the VP is really too busy to meet every candidate. After a 3.5 week wait the recruiter left a voicemail saying they were using my already scheduled interview slot for another higher priority role. This also happened the day after I told them I had an exploding offer. Not sure if this is what Google does when they're worried candidates might not accept; but this seems a poor way to keep your offer acceptance rate high. Also, if you're prioritizing roles, you should probably not expect people to do multiple rounds of interviews if they aren't a priority. Not only does this waste the candidate's time, but it also wasted each team member who set aside an hour to interview them. Overall Google may be an innovative, successful company but failing to prioritize candidates and being unprofessional will eventually catch up to them. I am very disappointed in their process; and will likely withdraw.