A recruiter reached out to me for an initial screening. After that, I went through two interview rounds: first with the hiring manager, and then a panel-style conversation with other managers and senior managers from the department. The whole process felt fairly structured—like they were moving quickly from one layer of ownership to the next.
After the panel discussion, I had an audit/risk assessment that was meant to evaluate both my audit skills and how I think through problems. The focus was as much on my reasoning process as it was on the technical part, and it felt like the final checkpoint before they decided whether to move forward. I didn’t receive an offer, but the sequence was clear and the expectations were consistent across rounds.
> 1 year
Average Positive United States
My process was three rounds from start to finish. The first round was an introduction interview with the hiring manager, where I talked through my background and how I’d worked in previous roles. The second round was a panel interview with other managers and senior-level team members, and it followed a similar line of discussion.
The last step was a written auditing test. That was the moment the interview felt most technical and demanding—everything before it was more about fit and conversation, and then the written portion tested my ability more directly. Overall it felt like an “audit-focused” hiring flow, and the level of difficulty was steady rather than random.
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