The technical portion is excessive, with both an unbounded take-home exercise in a specific language(I spent over ten hours on it) as well as an online coding challenge. The online session was really positive and I liked that experience. I also had a good sense about one of the EMs I spoke with, who displayed good emotional intelligence.
Was really turned off by the two to three hour resume deep dive, which felt like a ritual hazing exercise.
If you have any past challenges with managers, which is more common for anyone who isn't a white, cisgender male, get ready for them to look over your application with a fine-tooth comb.
Completing a survey where I researched where some of my least supportive bosses were now, I noticed a pattern: my male bosses kept rising up the corporate ladder, and many were now Directors. The exercise was a cruel reminder of the glass ceiling, and, now in tears, I decided to withdraw from the rest of the process, despite passing the technical screens.
I'd encourage the company to redesign their hiring strategy and throw away the bias-prone "top-grading" exercise. If it's truly about "getting to know one another and one's work style", it should be after the hire, for psychological safety reasons.