6 rounds total including phone calls, video chats, and onsites. 11 interviewers total. Recruiter was very warm and supportive and represented the company well. Hiring manager was young and a bit cold, and didn't seem very comfortable in her own skin. VP interviewer showed up 15 minutes late for a 30 minute call which set the tone for the rest of the conversation. All-in-all the conversations themselves were mostly positive. Everyone was friendly and questions were a mix of behavioral, situational, and case study type questions. At the end of it, I did however feel like I was just being pumped through their interview process to boost their candidate / applicant pipeline stats and metrics. As if they must have an x number of candidates go through each process stage for each role before making a hire. Especially if the candidate could add to the diversity quota. I was repeatedly told by several interviewers that they would consider me for other (potentially more senior) roles as well and find one that would best fit me, but this all turned out to be lip service considering there were plenty of other roles available and I was ultimately not offered or referred to any of them. My sense is they tell people this to get them to go through the process and stages (again, to meet their recruiting benchmarks). And it doesn't help that they won't tell you how many rounds of interviews there are from the get-go.

Applied via LinkedIn and received an email from hiring manager within a week or two. On the day of the scheduled phone screen, the recruiter called me ten minutes late. He may have remembered to call after I emailed him if we needed to reschedule. Very questionable level of unprofessionalism coming from a top tier tech company. He also didn’t seem that ethusiastic at all and was reading off a script. Didn’t hear back from him since the call. I haven’t had that many interviews with tech companies but this is by far one of the most memorable experiences.

Started out really positive and recruiter was great but then after investing a lot of time and after many conversations and making it pretty far in the process they then went silent and I never heard from them again. My view is that once a candidate has made it that far in the process, you should at least communicate the outcome even if it's to pass and I am sure they expect the same of candidates they give offers to, it's not that difficult. Also, since business operations can mean many different things, for candidates considering this role you should understand that it is mostly focused on reporting and tracking metrics on a daily basis vs. some of the more strategic/growth business operations roles.