HR Screen: She was very nice, gave a the general benefits and information about OH. Asked a few behavioral questions and about my experience. She mentioned she would get back to me by the end of the week after talking to hiring team if the HM would want to meet with me. HM: She was very nice, provided detail of what programs this role would focus on. It felt very conversational and like she was passionate about Omada Health. Her vibes felt similar to HR. She admitted that she is not technical but would help with roadblocks as a manager. Technical Screen: This was done by someone who would report into the same HM, like a peer. He opened up a shared google doc so code wouldn't run live on a dataset. He pastes the questions on there and it can be discussed or typed (for coding). This felt conversational too and I thought it was a way to see how we'd work together and my thought process, which I shared openly. It's unclear if everything in the Google Doc needed to be absolutely correct or just conversational or notes, so I trusted the process. Since SQL can be done in different dialects (Postgres, SQL Server, MSQL, etc), my answers were generally correct but didn't exactly match his due to syntax. When I asked if I needed to talk more about myself, he said I would be given the next round for the opportunity to do so. Unfortunately, they didn't move forward. I was surprised because I felt like it was good conversation with everyone. In my experience, technical screens are most effective when conducted by a panel of two or more people (or a more senior Engineer outside the team), rather than being led solely by a peer who determines a go / no go. This can help reduce individual bias or perceived competition and create a more balanced evaluation (#Equity!)