1. **Initial Screen & Behavioral Fit:** A brief call with a recruiter or HR to review the resume, gauge interest, and assess cultural fit and basic communication skills. This step often uses **behavioral questions** to understand the candidate's professional style.
2. **Technical Assessment (Screening):** This is a preliminary evaluation of core job skills, often through an online **coding challenge**, a short **take-home assignment**, or a focused technical screening call. Its goal is to filter for minimum competency.
3. **Hiring Manager Interview (Mixed):** This deeper discussion with the direct manager blends both question types. You'll face more **in-depth behavioral questions** (e.g., using the STAR method) about past projects, teamwork, and leadership, alongside **mid-level technical questions** about system design or domain knowledge.
4. **Deep Dive & Peer Review (Technical/Practical):** This stage involves team members or subject matter experts. It is highly **technical**, often including a **live coding session**, a **system design whiteboarding exercise**, or a deep analysis of a complex technical problem relevant to the role. This evaluates practical, on-the-job execution.
5. **Director/Final Review (Behavioral/Strategic):** The last step focuses on strategic alignment, vision, and long-term potential. An executive or department head asks high-level **behavioral and situational questions** about how the candidate handles ambiguity, makes difficult decisions, and contributes to the company's overall strategy and culture.
