Step 1: Written Responses - I was asked to respond to a few questions. First, I was asked to provide answers to basic HR questions such as when I would be available to begin working. Second, they provided me with 4 questions in two categories. I was able to chose one question from each category and respond to it. The first category pertained to software implementation, and the second category pertained to project management, explicitly client engagement and experience with a product cycle. Step 2: Phone Interview (Screening) #1 - A basic screening where experience, and personal interests are discussed. Step 3: Phone Interview (Technical Assessment) #2 - A collection of logic problems, high level development questions (things you'd see in an intro to programming class, more theory based), and inquiries on how your professional experience relates to the role. Step 4: Onsite interview - The onsite experience consisted of 2 Interviews, Lunch, Presentation, Concluding Interview. The first interview was with an HR member, consisting of behavioral questions and an opportunity to ask questions about the position and company. The second interview consisted of logic problems and a programming question. You were informed about the presentation before the interview, you had to present on a project you had worked on in the past. The final interview was a tutorial on the software. Concluding Thoughts: Looking back at the interview process, I think the area that lost me the job was the presentation. I presented on a topic that I was very familiar with and applicable to their company, but dry in content. I could tell that that most of the audience was not engaged watching the presentation and did not value what I was speaking about. I would encourage you to chose a topic that invites conversation, and is engaging. I think they cared more about if you could produce a fun and memorable presentation, than learning about your accomplishments. I would invite you to speak about something that you could have fun with.