There is first a phone screening with their HR team member, which appears to be one person (from quick research online you will find that many HR representatives and employees have quit or been laid off due to upper management). Some generic questions are asked about your applicable experience for the position. If you let them know what your minimum compensation requirement is, it will not be communicated to the hiring team. The second interview is with the hiring manager and the HR team member from the first screening, over the phone. They will ask you some slightly more specific questions about your applicable experience for the position. After about 2 hours of phone screening and interviews, they will ask you to waste 4 more hours of your time. Not before sending you a personality assessment with 155 questions (takes about a hour if you answer quickly). They ask you to come on site and walk around the facility with the hiring manager for the first hour. You will chat about how your relevant experience applies to their equipment and processes. The second hour is wasted by a panel interview with managers/employees of other departments. The panel asks generic questions about your experience and how it applies to thief facility based on the metrics that you scored poorly on in the 155 question assessment (it doesn’t matter how you answer because the assessment is inaccurate, mine showed low ability for assertiveness which is false, also information that was unused when it came to me negotiating salary). The third hour is “used” speaking with the direct hiring manager, that has little to no say in who is hired in reality. I say “used” instead of wasted because, this may be your best chance to get one on one interaction about what is truly going on internally. If you happen to impress the hiring team because your experience and applicable skills are a match for the position, the HR team member will call you letting you know that they would like to extend a verbal offer of x amount with y amount of days off (the bare minimum for a new employee). They will not consider, that you may have already accumulated additional time off in your current role. At this point ask for a written offer before negotiating if you dare to try. The benefits are horrible compared to other industries so you will more than likely be loosing thousands of dollars in compensation based on benefits. They will NOT negotiate with you. So if you just want money, take their initial offer before the decision is made to rescind their verbal offer. Much of the research online shows poor judgment calls and decision making from the COO. If you want a job where you live in constant fear of being fired because the COO had a bad day the day before, then this is the place for you! As for me, thank goodness for dogging a bullet.