Like many organizations, in some roles the interview process is well structured and more traditional/formal (usually production and entry to mid-level), while other roles, especially management and up can be pure chaos and politics (behind the scenes) which ultimately comes down to the leadership in charge of a given Fagron business unit or department. Unless you're working in Rotterdam, this is exaggerated by Fagron's general nature as a short-sighted sales company, hyper focused on local/regional month-to-month results. Bad sales month? Expect delays in the hiring process. Some leaders are organized and thoughtful, while others (or their bosses) may be flying by the seat of their pants or campaigning thinly vailed efforts to sell a candidate to their team and pretending to hire by committee... in these cases a leader almost always has a personal or family connection. Fagron is very "family first," especially across North America; meaning the family and connections of its senior leadership. So, if you know one or them, you're a shoe in, but don't think you'll get the job for any other reason, they likely didn't even interview anyone else, so relax and enjoy that perk. HR generally does a good job when management keeps them in the loop, but can get overwhelmed (high growth company) so is not as responsive as other companies. Your best bet is to have a strong connecting with the hiring manager or their boss. Also, pro tip, if you're wearing a suit to your interview, you're likely overdressed and may not vibe with the culture.