There were four phases/groups of people that participated in the interview process: - recruiter - hiring manager - interview panel (multiple interviews/SMEs) - HR For this role, the interviewers focused either on fit (Twilio values), program management questions and/or a combination of both. For the program management questions, they focused on key PMO skills and wanted specific examples per the STAR template in my answers. I would say the questions from each group were fair; some were questions you'd expect in a PMO type of interview but others were thought-provoking questions that made me pause and think carefully before answering. That being said, they were not trying to trick me, just wanting to understand my breadth of experience, how it would transfer to this role and most importantly, how I exemplified PMO best practices in all facets of my experience as a PM. The interview process concluded with the HR representative. In this case, this person was Chris Argentieri (I received permission from him to cite him by name). (On a side note, everyone I met at Twilio was phenomenal and I could tell they truly believed in and demonstrated the Twilio values each day at Twilio.) My experience with Chris was no different and he made the last phase of this process smooth and easy. He demonstrated wisdom and experience that normally comes with someone that has been acting in his type of role for at least a couple of decades, if not more. As with all others at Twilio I met, he was incredibly professional, empathetic (I could tell he put himself in my shoes when answering my questions) and helped guide me to a successful completion of the interview process at Twilio. I am excited to join Twilio and thank everyone for a challenging but exciting process!