A very through process dedicated to ensuring a proper cultural fit with the organization. Even before discussing the position I applied for, HR spent a good deal of time understanding why I wanted to make a change, what I was looking for, and what it would take to get me to move. After the initial phone-screen, Talent Acquisition identified additional (total of 5) positions that were a possible fit and arranged live interviews with stakeholders for each position. Following the half-day onsite, another phone interview with HR narrowed the scope to a single position for second round interviews (Not the Position I first applied for). In the second phase, I met with people already in the job and the hiring manager. The focus here seemed aimed at evaluating personality fit with the job and ensuring I understood the responsibilities of the position. A few days later, I received some follow-up questions via e-mail, followed by an offer a week later. Through the process (2 1/2 Weeks End to End) I interacted with everyone from Senior VP level to financial analysts for a mid-career position. Rough count is 12-15 one-on-one or group contacts. This was one of the most thorough processes I was ever involved in. I would call this interview average, but that is not to underestimate the process. The depth of process, investigation of motivators, personality,etc. is something that you can't really prepare for and I don't think you could "game the system" and get through the wickets with a fancy resume or a few catch phrases in live interviews.