Glassdoor was really helpful for me so im gonna return the favor and write about my own experience. First received VI invite after submitting resume. Questions all listed here word for word, not hard if you prepare and practice good and elaborate answers for all although you only get one chance to record your answer. Received F2F invite 2 weeks later in Houston. First part of the process is a presentation followed by a group introduction in which they call people up six or so at a time, ask them to introduce themselves and where they're from and ask each person a different question. However all the questions are different in nature and some are easy and lighthearted in nature while others are more typical interview questions. Afterwards, there is a short break followed by recruiters calling people 1-2 at a time for one on one interviews. One-on-one interview not too long, and most of the questions are listed here and typical interview questions. Asked me to read an announcement and roleplay the laptop situation just as described here. Didn't do so well during the self-introduction and had an alright one on one...but I don't think it was enough to overcome my bad start because I was sent home without having another interview. Barring a miracle at this point I'm waiting on the dreaded TBNT email. Some feedback for recruiters because I know you read this...thank you so much for the opportunity as well as for being so friendly and welcoming. However, I want to share some suggestions as to how the interview process can be improved: 1) As for the group introductions and asking each person a question, I didn't think it was fair that all the questions were of a different nature. Some people were asked difficult, unconventional questions (ie if you could put yourself in anyone's shoes who would it be and why?) or typical interview questions (ie why are you the best fit for this position), while others got questions that in my opinion were alot easier and more fun (ie where do you want to travel the most?). This method gives some candidates a prime opportunity to shine and stand out in a good way, while others have to come up with an answer to a difficult question on the spot in front of everyone just to avoid tanking their chances before their one on one interview. I believe that in order to create a level playing field, candidates should be asked either similar questions of the same nature, or simply asked to introduce themselves or tell something interesting about themselves. 2) As some people wrote here previously, the entire F2F process is quite shallow and in my opinion doesn't give a true evaluation of everyone's capabilities. I don't think that a simple introduction followed by a brief one on one interview is sufficient to holistically evaluate candidates, especially since there wasn't even a collaborative activity to assess leadership and teamwork skills. If you could somehow modify the interview process to perhaps more of a group-centered format in order to give candidates more chances to be evaluated as well as assess interpersonal skills, this in my opinion would be more reflective of a candidate's true capabilities. 3) I've read conflicting accounts online and of course I don't know for sure whether you do this, but if you send home some or all candidates without CJO's knowing for sure they won't get an offer no matter what, please tell them this on the spot. I understand not wanting to shut doors completely if candidates are still under consideration when they leave, but if there is anyone you send home and know for sure they won't get the job, the courteous and professional thing is to tell them this on the spot when they leave so they can move on rather than tell them that they will hear back from you. Rejection hurts, but giving someone false hope that they might get an offer is worse.