1. Application & Screening The candidate submits a resume and cover letter (if required). HR or a recruiter reviews applications and shortlists candidates. A brief phone or video screening may take place to assess basic qualifications, availability, and salary expectations. 2. Initial Interview (HR Round) A conversation with an HR representative or recruiter. Focuses on understanding the candidate's background, career goals, and cultural fit. May include basic behavioral questions and an overview of the company and role. 3. Technical or Skill Assessment If the role requires specific technical skills, there may be a coding test, case study, or practical task. For software development, this might involve solving coding problems, system design, or discussing past projects. For non-technical roles, it could be a writing test, aptitude test, or industry-specific challenge. 4. Technical or Hiring Manager Interview A deep dive into technical expertise, problem-solving skills, and past experience. May involve whiteboarding, system design discussions, or live coding (for developers). For non-technical roles, it may include scenario-based questions or case studies. 5. Behavioral & Cultural Fit Interview Often conducted by a senior manager or team leader. Uses behavioral questions (e.g., "Tell me about a time when...") to assess soft skills, teamwork, and leadership. The STAR (Situation, Task, Action, Result) method is often used for responses. 6. Final Interview & Negotiation Meeting with leadership, directors, or key stakeholders. Focuses on long-term goals, vision alignment, and company culture. If selected, the candidate receives an offer, followed by salary negotiation (if applicable). 7. Background Check & Offer Letter Employers may conduct reference checks, background verification, or medical tests (depending on the company policy). The final job offer is made, and onboarding details are shared.