My contact with Purina prior to the face-to-face interviews took place via email. The phone screen was 1 hour and covered my job history and qualifications, why I was leaving my current position, salary expectations, etc. I learned only a little about the role and was told I would learn more in the interviews if I were invited to interview. A little while later I heard I was moving on to the next step of the process. The interviews were arduous - three behavioral-based interviews asking for different examples to be used with each person. Because of how long that process took, I didn't have much time to ask questions about the role or team I would be joining, and when I did I received a fairly high-level description of the responsibilities. In general I felt I could do the job as I understood it with my experience, but I will say that the focus on the behavioral interviewing and the time that takes didn't give me as a candidate much information about the company, the role they will be assuming if hired and how it fits into the bigger picture, information about the rest of the team, etc. In general I had a positive feeling about the company based on available internet info and its good reputation, as well as my positive interactions with the interview team, but it's a good thing because no one did much promoting. The value of behavioral interviewing is great for the organization to make quality hires, but would also recommend putting a little more focus on those considering whether or not to join the company and seeing the interview process from their perspective as well. Often for experienced candidates, interviews are being conducted in both directions.