1. Recruiter chat 2. Tech screen with Solution Architect 3. Technical interview with Solution Principal 4. In person casual chat with Practice Area Director 5. Offer extended via same recruiter via phone call and email of offer letter This info is specific to the Seattle, WA branch, so keep that in mind. I can't speak to how other branches operate. My situation was unique as I was remote in Cincinnati, OH and interviewing for a position in Seattle, WA via a referral from my buddy that worked there already. Usually, they'll have you come to the office in person and have it not be a remote process. Since, I wasn't moving without the promise of employment, this wasn't an option for myself. Overall, this was probably the most respectful process I've ever been through for recruitment. When I interview, I want to know the status of what's going on and next steps. I don't like my time wasted or to be strung along. They were very informative and I always knew that I was being considered and/or waiting for scheduling conflicts to be resolved on their end. An old work collegue I referred ended up taking over a week to find out he didn't pass screening, so your mileage may very. In terms of time, it was a long process. It was mostly due to my situation and both sides accommodating that. I've heard local hires go from interview start to offer letter in a matter of weeks. Again, your mileage will vary depending on location and who is involved in the process.

I was contacted by a recruiter on LinkedIn from a common connection. She was enthusiastic throughout the whole process and the hiring process took roughly 2.5 weeks. I have to say the whole recruiting team at Slalom is amazing. They go the extra mile to make you feel welcome, really understand the growing business' needs, and have a healthy check on the company's culture and long-term objectives. After being an employee here for 2 years, it's not uncommon for the recruitment team to ask employees to jump in on the hiring process, often asking for group volunteers to get to know and provide feedback on potential leadership candidates. They take all feedback honestly, and really enable the employees to create the management culture they want to work for.