An initial hour+ behavioral/case interview with the hiring manager followed by the on-site-completely behavioral. The on-site was a bit disorganized in that the order of the interviewers changed and there was a lapse before it was found out who I would be interviewing with first. So I ended up losing some time with the initial interviewer. Each interviewer was given a focus area whether it be communications or organization. But I felt like this line of questioning was not focused on the content of the job itself. One interviewer was focused on product but he only asked me how I would go about learning more about Omnicell’s products once in the job. He didn’t probe my specific knowledge of their products which I found strange. I’m not sure about how much you can gauge about the person’s competence for a job by asking repetitive questions such as :tell me about a time when you disagreed, tell me about a time when you had to act accordingly after reading the room, have you ever had to intervene in a contentious situation at work, etc. Additionally there was one line of questioning in particular where I didn’t give an answer about a direct manager considering how my prior role was structured. I tried to explain and ended up giving two more examples since they kept pushing further. I expected there to be a case and I also expected that there would be probative lines of questioning as it relates to my knowledge of the company and the industry in which it operates. But considering the manner in which the interview was conducted there was no need to have much knowledge if any about Omnicell or the industry inhabits. I just don’t think a pure behavioral interview is sufficient for this type of role.