Call with screener, then call with hiring manager. The interview process shed light on the company's engineering challenges and where the priorities are. Interview started late, and to the interviewer, it seemed that it wasn't a big deal. Interviewer did not like my ideas on how I would improve the development process.

I was contacted over LinkedIn by the recruiter. It started on a good note; the email from the recruiter reflected that he has read my profile and not just sent an email out by reading my job title (that is similar to the position). There was phone interview that provided details about the expectations from that position and also evaluated my high level skills for the position. I flew out to their SFO office for a set of in person interviews. Overall the process was smoothly conducted and the recruiter was prompt in providing feedback on the result.

Two phone interviews. First one was very unstructured. One technical question, some management questions. Second interview was more structured, similar questions. Based on the two experiences Zynga has a fairly rigorous process for interview scripts, or else there's a lot of groupthink going on among software managers. Definitely smart people though, and enthusiastic about working (long hours) for the company. They both mentioned great morale among all employees and low turnover. Maybe partly because the IPO was coming.