Phone screen, hiring manager screen, on site. Process does a poor job assessing skills needed for GPM role. Questions barely touched on leadership and team management. Most time from hiring managers went to describing the market problem and their team.

Recruiter screen, Hiring Manager Screen, Homework, Presentation/Jam session, 1:1 xFN Technical Screening. The Hiring Manager screen was very light on the behavioral and mostly setting the context of the role and the team. The Homework was rather long and was not adequately scoped to cover what should be managed in a 1 hour Jam Session. 2 PM Directors did not read the homework ahead of time so much time is wasted going over clarifications or fielding questions already answered later in the deck. Unlike previous Jam sessions in the 2010s, the hosts did not work at all with the candidate on the problem space or solution space or even tried to pivot the thinking. Beware that Uber seems to be looking for a few solutions in particular now in cases as opposed to vetting the actual process and design and strategy thinking. They will also deduct points if you do not provide a wireframe even though it was not disclosed in the prompt that they need visual learning aids.