First Steps: A few days after applying, I was contacted by a Recruiter to set up a 30 minute phone interview. This consisted of questions like, "What do you know about Qualtrics?" and, "Why recruiting?" A few behavioral questions, but very conversational. Second Steps: About a week later, I was contacted to do a 1 hour video interview with two Recruiters, one sales-based and one tech-based. This was mostly behavioral questions, but I was asked some very strange questions that in no way relate to the job... For example, "How would you go about buying a car?" Now, I know HR will respond saying that this question is a way to see how candidates "think on their feet," but as a best practice, you shouldn't be asking questions that have nothing to do with the job. Any experienced recruiter would tell you that evaluating a candidate's answer without bias here is nearly impossible. Looking back, I should have withdrawn my name from consideration here. Red flag #1. Final-Round: I was contacted the next day to do another virtual interview, this time for 2 and a half hours. I was asked to do a Sourcing practice beforehand -- I was given a job description and was asked to pull some Boolean strings. I put mine into a Word Document, but would recommend making a slide deck if you get this far. I started off the interviews with two Sourcers and walked them through my logic with the activity. They agreed with mostly everything I said, and followed-up with a few questions now and then. At the end, they said I did nearly perfect -- Cool! I then talked with the Head of Recruiting, who asked me to "pitch" Qualtrics to her. I did so, to which she responded, "Did you practice that beforehand? Wow." A couple of behavioral questions, but still a very conversational interview. Finally, I talked to a Sales Manager. The person I talked with was clearly an inexperienced interviewer, as they were constantly checking his watch/phone, unenthused, and didn't ask any follow-up questions -- They were reading off a list and typing my responses. They also dodged one question I had, specifically, "After bringing candidates to Utah, how does Qualtrics foster an inclusive culture that makes them want to stay?" He simply responded by saying that his team came from outside of Utah, and moved on... Red flag #2. Final Thoughts and Recommendations: I was ultimately not selected for the position, and I am not sure why, since offering feedback is against "company policy". My recommendation if you are applying to the Provo, UT location: Be very particular with your questions. Utah is home to over 3 million Mormons -- Not necessarily a bad thing, but be sure to ask questions around how Qualtrics makes people feel included and welcome. The person I asked clearly avoided this question, and it served as the biggest red flag in any of my interview experiences.