rom my experience, an effective interview process is structured to progressively assess both capability and fit. It typically starts with an HR screening, where the focus is on understanding the candidate’s background, motivations, and alignment with the role at a high level. The next stage is usually with the hiring manager, where the discussion goes deeper into functional expertise. This is where I would expect to demonstrate my experience in areas like sourcing strategy, cost optimization, and supplier management, supported by concrete examples and measurable outcomes. Following that, there is often a panel interview involving cross-functional stakeholders. This stage is critical, as it evaluates how well the candidate can collaborate, influence decisions, and balance priorities such as cost, quality, and supply continuity across different functions.