The process started with phone interview with hiring mgr. - Sr Director who talked the whole way through. Next step was onsite interviews with the VP (boomer) & 2 Directors (millennials)). The VP talked the whole way through no questions. The millennials asked amateur questions about product mgt alignment which is a directive they should get from the VP. They only had 6 yrs of work experience. This appears to be the problem . The very top are boomers with Millennials in junior exec roles. Where do Gen Xers fit in terms of roles of millennials are at these Director roles. The hiring mgr was not even present at the onsite interview. - maybe he was on vacation. The hiring staffing made no sense & what levels. -clear skills gaps.. if The company’s focus is millennials at Director level what levels are for Gen Xers with tons of experience. They are in the workforce too. The staffing model is wacky. They ended up hiring more millennials in the senior mgr roles. Interview was a waste of time & odd.

Pretty typical interview process. Phone screened by Human Resources, then Hiring Manager, followed by site visit and series of interviews. Offer was made in 30 days. Extremely professional process. Offer was slightly negotiable.