Primary interview with recruiter to discuss role and expectations, secondary interview with department leads where they discussed culture and team fit along with daily tasks and responsibilities. Final offer supplied by company HR.

The process began with the hiring manager, not a phone screen from HR. This was unusual, but very much appreciated. The next step was an interview with the team. This consisted of approx 6-8 people. The questions were standard behavior interview questions, with some specific questions for the position itself. The challenge was the follow-up process post interview. From beginning (first interview) to end (formal rejection from HR) was two and a half months. In fairness, I was the first candidate the team interviewed, but to me it was not very professional to 1. have to wait that long for a final answer 2. to receive the rejection from HR instead of the hiring manager. It would have been much classier if the hiring manager would have delivered the bad news. Right now, the HIS division has received a large influx of capital from 3M to grow the business. So, they are hiring and expanding. The challenge, as is usually the case in these situations, is they really aren't sure how to implement these expansion efforts, and they have key persons in positions that do not have HIT specific experience. As time goes on it will be interesting to see if HIS is able to truly capitalize on their plans.