The interview consisted of a couple of Zoom chats spread out over a couple of months and several poorly arranged phone interviews with a 'leader' who took two weeks to answer an internal email. The process was haphazard and amateurish, especially the final HR phone interview (five months after applying) with a new employee who had no HR experience and didn't understand the position, company, or colleagues well.

Overall the interview process went well. It started with a conversation over coffee with one of their managers - the meeting was very informal and a perfect setting for both parties to learn more about each other. Following this was a technical screening over the phone, followed by 3 in-person interviews in the same afternoon with 3 separate employees. It was very nice that they scheduled the in-person interviews in the afternoon on a Friday to minimize the time away from one's current job. These days a company should really try going above and beyond to create a WOW factor, in which case the two parts of the interview process that Slalom could improve are: 1) Give directions to the nearest parking garage and reimburse the employee for parking that day (may seem small but a good attentive candidate will pay attention to every detail) 2) Make the interviewer feel welcome and show him/her that you care deeply. Just offering free water and a couch to sit on does not make an employee feel welcome. I know HR is busy but they should at least sit down with the candidate for 10 or more minutes to learn more about that individual in person. Just don't take them from the lobby to the interview room, engage with him/her and show a deep sense of interest and care. You should show a great deal of interest if you have invited him/her in for an in-person interview.