There were about three phone conversations: one with a recruiter, two with a technical director. Then there was a game engineering sprint simulation to demo a couple of game features. This was the most relevant part of the interview, because I ascribe to the assessment philosophy that a new hire can only demonstrate their ability to pass the interview tests, so I appreciated that the technical director and director of engineering simulated the requirements specification and task completion that happens in a game engineering sprint. I felt they were assessing relevant skills of how well I would program and collaborate to quickly make a game feature that players might value. After that there was an 4-hour on-site panel with a dozen people: director of engineering, platform engineer, three game engineers, two producers, one product manager, a designer, creative director, general manager, technical director, and recruiter. I was asked a few programming questions and a few questions on teamwork and game opinions. I was invited to ask about teamwork that I was seeking. I left the best job I have had to I accept this offer because of two reasons: (1) The technical director, product manager, and general manager gave examples of prioritizing low-cost and high-value game features. (2) The take-home skill test simulated making a potentially valuable game feature. So I feel confident that we will be trusting each other to quickly deliver game features that players value most.