I was first contacted on LinkedIn by one of the members of Checkout.com's talent team. The initial phone screening call went well. I was open to new opportunities and we identified that, thanks to several points of alignment, it would be worth taking the conversation to the next stage. Over the next few weeks I met with several members of the team, of varying levels of seniority. Whilst the process was lengthy - and diverged from the process Checkout.com has made a playlist for on YouTube - it didn't feel drawn out; rather, I got the impression that the company was highly selective and sought the right decision, rather than a quick one. The company has expanded at an impressive rate over the last couple of years and is increasing its headcount; it's important, then, to vet for compatibility rather than just to fill positions. I got a great sense of the organisation both through the diversity of the people I met (from prospective colleagues, my direct report, people in operations and even the company's brand director) and through the quality of the communication I had with the company, which was nothing short of stellar. Any concern I had was addressed, any alterations to the schedule were clearly communicated. Only one interview caught me off-guard, in which I was invited to meet someone at Director level at short notice. Whilst it allowed for significantly less time to prepare for the interview than the others, it's difficult to find time in the diary of someone at that level of seniority, so I was happy to oblige. Indeed, the outcome was positive. In all, whilst the process is yet to be perfected (is any company's process perfect?), it's clear that the intentions are sound. Again, Checkout.com clearly prioritise making the right decision over a fast one.