My experience can be categorized into a 3 step process: a) The upfront screening was a thorough overview of my skills and motivation fit into the organization while I was able to learn that SEI provides the agility, consistency and personal attention of a local partner while providing the reach and knowledge assets of a national organization (at the consultant layer, clients of SEI don’t just receive a person… they receive a ‘single point of contact’ backed by an entire network of consultants across all offices in the nation). b) The managing director of the office met with me face-to-face where he reviewed the company structure (employee ownership model which is unique and attractive) and found out more about me (the person). This was a collaborative meeting (much like the culture of The Company) and we decided together whether or not it made sense to move the interview process forward. c) I then met with six consultants and the excitment of working with SEI Boston grew with each exchange. While discrete, I could tell that each meeting was drawing from me a different dimension (motivational fit, skill set, cultural fit, experiences, client facing ability, etc) to reach a conclusion for one thing... will she serve SEI clients and the organization well. In summary, the due dilligence process and emphasis placed on this upfront vetting process speaks volumes to the success of SEI consultants. Further, there is a large volume of SEI consultant callback by clients because of the confidence level with their talent... simply said, these folks are 'proven'.