A recruiter arranged the telephonic technical screening interview, which went well.

The first round included five engineers and one second-line manager (I later learned he had recently left the company). This interview also went well. The manager was truly professional in his approach. The last interviewer mentioned that I had the exact experience for the job!

I was thrilled to hear that I was selected for the second-level interview.

The HR person sent a request for a Glassdoor review, as she thought it would be a positive experience. I did not write a review, as many people who had attended interviews before had experienced something similar.

The second-level interview was mainly intended to reject a candidate and was conducted by directors, the hiring manager, and the VP. From their unwelcoming attitude during the interview, I realized that I would not be selected.

All the interviews were technical, except for the VP's. The VP had the last turn and seemed unhappy because their interview time had been taken by the previous interviewer. The VP's expertise was in behavioral science.

I had previously worked in Wind River Systems R&D. The Chief Architect of the PowerPC architecture was a psychologist who learned technology after becoming interested while repairing a fax machine. Therefore, I was expecting something similar.

The VP mentioned that they got the job due to some connection. The VP's questions were typical (your plus and minus points) and they warned me not to use Google answers.

So, net net, my suggestion: apply only if you know the hiring director or if you are a Nobel Prize winner!

The recruiter again advertised for the same position on LinkedIn. Some people say they have been doing this for the last year, advertising and not recruiting.

All networking-related questions, some Python scripting