AVOID AUSTIN PMO. Process was five (5) rounds total and consisted of a recruiter screen, hiring manager interview, interview panel with team, on-site panel with presentation, and final "culture check" meeting with Director of Technical Program Management. First 4 rounds went great and the conversations I had with everyone made me love the job more and more. Then I got to the final interview which was described to me as "just a formality" to meet the director. After he rescheduled twice, I finally went on site to meet him and I can honestly say I have never met anyone more rude and disrespectful in my life. I could tell from the start it was not going to be a good experience after I got no greeting, no handshake, and not even a smile. Instead of a casual conversation, he absolutely grilled me on every little detail of my resume and made it completely obvious he was looking for weaknesses in my skillset. Recruiter called soon after to tell me they were passing on me. What a disappointment since I really liked the job and the other people I had met but if that's any indication of what leadership is like, I think I dodged a bullet.

Constructive interview with practical examples requiring STAR method. Focusing more on experience than qualification. The company guide you from start of the interview to the end. A positive interview method.

Entretien RH, salaire demandé, raison de la candidature, expériences. Puis entretien avec manager (questions diverses sur compétences, mobilité, expériences), compatibilité avec le poste, concordance des expériences avec la fiche de poste et les pré requis.