After responding thoughtfully to a job listing ad, I was contacted initially via e-mail for a phone interview. During the phone interview, I had a casual conversation with the hiring manager on possible FIT. He provided details on demands and expectations as well as some background about the company and the people who works there in general. Once it was determined that there's a possibility of a fit, I was sent a code test, which is a "real life" campaign material. The way you approach in solving this problem is a great determinant of 'fit'. Remember that GlobalFluency is a global marketing agency. There's no need for novel code or 'shiny' new framework to do something. Execute using proven, best practices, but with some 'good sauce'. The good sauce would be the 'nice things to have': like semantic code, commenting on work diligently, etc... After the code review, the final process will be a casual, businessy interview with the hiring manager and a creative team member. Bring your humor and personality. The team thrives on uniqueness and global flair. Onboarding is not long, but also dependent on immediate company needs. If you have social proof (FB, Twitter, LinkedIn, GitHub, personal website), then it's way faster.