The interview process has multiple rounds, as might be expected for a manager. The first was with the recruiter.

The second was a technical system design interview.

Once I passed these, there were six more interviews with various teams across the hiring organization. These focused on various aspects of software development leadership, ranging from operational excellence to product knowledge to people leadership.

Altogether, this totaled eight interviews. While I understand their desire to be thorough, this is also a bit of a red flag in terms of their ability to make decisions and complete the hiring process promptly.

Tell me about a time when you had a team member who was not performing well.

How did you address this, and what was the outcome?