The basic interview structure involves 3 stages (assuming the application proceeds at each stage). The first is a brief video call one-on-one with a recruiter/Talent Acquisition. 15-30mins. This was just a quick overview of my CV and a description of the role. Also some questions about eligibility to work in the UK, basic details. The second phase is a more in depth discussion with the hiring manager. Also a one-on-one video call. They started by having my summarise my most recent employment. They quizzed me on technical details of my experience that would be relevant to the role. They also asked about any skills from the job spec that I didn't mention in my CV, to clarify that I lack certain skills listed on the job spec, and not that I possessed them but didn't mention them. They pointed out that it's fine to lack a few skills from the spec, since nobody will have everything they could possibly want. They also describe the role in more detail, explaining the day-to-day responsibilities etc. The final stage was a cross-cutting collection of discussions. If possible, they prefer you to arrive at the office in person, but it can be done remotely if the logistics are difficult. This involved giving a 45-min seminar on a topic of my choosing that would demonstrate my relevant skills and be of interest to the Model Development group. The session also involves lots of questions from the attendees: both remote and in person. They asked questions to test knowledge, and also to test how you approach problems when there is no clear answer. In my case, the hiring manager noticed that I would be a better fit in a different group that better matched my expertise. This involved repeating the 2nd and 3rd stages with a different group within Model Development, but the format was the same.