The first step in their interview process is a phone screening. It was seemingly meant to determine whether or not the candidate was familiar with certain aspects for their role. In my case, it was as a designer. I was asked if I was familiar with SolidWorks (which the role uses religiously), and the extent of my familiarity. I was also asked about AutoCAD (which isn't as important as S.Works), Google Sketchup (which isn't used at all as a designer here), and if I was familiar at all with AV technology. I was also asked a slew of behavioral questions. Which, I gather, was to determine if I would even fit in with the culture of the company. A whopping month later, I was called in for a face-to-face interview. I took a simple mechanical aptitude test. It wasn't challenging- just simple questions regarding how to use screwdrivers, ladders, etc. I was given a brief IQ test. Then, two or three personality tests. I was given a tour of the office (in my case, the tech center). I wasn't introduced to many people, mostly because a lot of them were away for travel. The manager asked to see examples of my design work, but the questions were not very technical. The highest emphasis was again on behavioral questions. A month (and several follow-up calls, which are recommended) later, I was offered the position. With these interviews, emphasis was on the behavioral questions and personality tests. To them, fit with the company is of extreme importance. If you can demonstrate that you will fit in, that you like the same football team as management, and that you enjoy bicycling- you're golden. Trust me.