If you get the chance to interview for JPMorgan Chase, realize that they’re seeking high-performance talent. One could expect that from a major banking institution anyway, but it’s especially important to remember if you don’t get an offer. I was contacted by a recruiter from a staffing firm about a particular position. This would be a contract-to-hire gig. There was an initial phone screen, but it was conducted by an executive vice president at the Houston Technology Hub. I had thought such an individual might be obtuse and inaccessible but I was delighted by how nice a guy he was, and how down-to-earth he was. It was explained to me that JPMC was seeking to fill multiple roles within the organization, and that the interview process was this sort of “speed dating” thing in which applicants had two-on-one technical interviews, along with a one-on-one “behavioral” interview (“Tell me about a time when…?”, “What was your least favorite job?”, etc.). My interview order went technical interview #1 (60 minutes), behavioral interview (30 minutes), technical interview #2 (60 minutes). The one thing both technical interviews shared in common was the controversial whiteboard questioning. Applicants are asked to stand in front of the board and field questions, writing their answers on the board. In some cases, you may be thrown alterations to the original question, presumably to test your ability to think on your feet and handle sudden change, but also (perhaps) to test your patience. This is, after all, an organization moving zillions of dollars a year around, and someone without poise or patience will not serve them well. I was not entirely surprised when I was informed – two days later – that I was not going to get an offer. Still, I could sense that JPMC is an organization filled with talented and generally approachable individuals. Was their unique spin on group interviews good? The jury is out.