The interview process typically consists of several stages designed to assess a candidate’s skills, experience, and cultural fit for a role. While the exact process may vary by company and position, the general steps are: 1. Application & Screening Submit a resume and cover letter. HR or a recruiter reviews applications to shortlist candidates. 2. Initial Interview (Phone/Video Screening) A recruiter or HR representative conducts a short interview (15-30 minutes). Focuses on background, experience, and basic qualifications. May discuss salary expectations and availability. 3. Technical/Skill Assessment Can include coding tests, problem-solving exercises, or take-home assignments (for technical roles). May be conducted online or in-person. Some roles may require case studies, writing samples, or portfolio reviews. 4. Behavioral Interview Conducted by a hiring manager or team lead. Focuses on past experiences, problem-solving, and how the candidate aligns with company values. Uses STAR (Situation, Task, Action, Result) method to evaluate responses. 5. Technical/Panel Interview For technical roles, includes in-depth coding challenges, system design, or whiteboarding exercises. Panel interviews may involve multiple interviewers from different departments. May include scenario-based or situational questions. 6. Final Interview / Culture Fit Often with senior management or executives. Focuses on long-term goals, leadership potential, and team compatibility. Can include discussions about company vision and growth opportunities. 7. Reference & Background Check Employers contact previous employers or references to verify experience and work ethic. Background checks (criminal, credit, or education verification) may be conducted.