One initial phone interview for initial screening. Then took a in person interview in their pottstown facility. Finally took a drug test, personality quiz, and background check. Average interview procedures for my general position.

I phone screened with the HR manager then the HR manager and the engineering manager to whom the position reports. Overall it went well. The position requirements were for an engineering degree minimum with a master's degree preferred, either in engineering or business. I brought both to the table and had direct experience that pretty much fit the bill for what they were asking for. Things went south when they asked about my salary requirements. The long story made short is that they wanted to buy an experienced engineer with masters degree for as little as possible. Six months after I first applied through their website and the position still hasn't been filled. Not only that, but they added several other open engineering roles as well. I received an automatic notification from a 3rd party site not long ago about the very position I phone screened for. They had the salary range listed as 55K to 65K...55K to 65K! That's what they think they can hire an experienced engineer with masters degree for. Unbelievable. That's starting salary for an engineer fresh out of college with a Bachelor's degree an no useful experience at all. Here's a tip Micro-Coax...hiring talent means paying the wages. I think part of the problem is that they found managers willing to work for far less than they're worth and are forced to pay anyone that reports to them below that level. So my message to the engineers working there is this, "Open your eyes and look around, there are salaries in the area that will add 50% to your base for similar work." I liked the form response I got when I told them I wasn't interested in what they were willing to pay..."we are pursuing candidates more closely suited to our needs". Sure, and by that you mean willing to work for less than market price.

Very extensive interview process with multiple interviews. HR recruiter was not shy to leave you in the dark about your standing in the process. Three phone interviews: 1) 1:1 with HR recruiter 2) 2:1 with HR recruiter and position supervisor 3) 2:1 with HR manager and Engineering manager On site tests: 1) general math and pattern recognition 2) reading comprehension On site interviews: 1) 2:1 with HR recruiter and position supervisor 2) 3:1 with HR manager, Engineering manager, and CEO Off site interview with a corporate psychologist.