Just like anywhere, you would get to know if you are proceeding to the next round or toward an offer of employment only after they give you a 'hint' of it, at each stage. You would not clearly know beforehand the number of rounds of interview or if a certain round is going to be a technical/managerial unless you have a way to guess based on the interviewer and his/her role and that's the way it perhaps works for lateral entries. There are no straight answers until they are fully satisfied with you as a candidate to roll out the offer. Although they did mostly between good to very good in terms of a candidate's expectations - being considerate, running with the schedule most times and answering all queries promptly throughout the process (by everyone involved), a few things remained wanting. Interviews themselves were more than acceptable but the manner in which interviews moved from one round to another seemed a little adhoc. They were only prepared for one round of interview at a time with less/no preparedness for the following rounds or decision making, having to return home after every round. They only wanted F2F or video conferencing and hence I had to commute 3 weeks for 3 rounds of interview. On one instance, the hiring manager was thoughtful enough to arrange two rounds on the same day based on my request else it would have been 4 weeks. There was also some goof up with the title when the initial offer (called 'fitment') was rolled out but that seemed less important in comparison to the confusion caused by the various stages of the process where you keep guessing till the very end whether you are chosen or not - this is due to the lack of instructions being provided about the interview stages. You might have to repeat your questions a few times to get the clarity and granularity but they seemed to stay with you so I would mark this as a positive.

Recruiter Screen: Initial 15–30 minute call to discuss background, experience, and role fit. 3 Technical Round: Focused on coding, data structures, and core concepts (Java/backend/full stack depending on role). live coding or problem-solving questions, sometimes allowing pseudocode and system design. Behavioral Round: Questions based on past experience using the STAR method (teamwork, conflict, challenges, projects). Final / Onsite (or virtual panel): Combination of technical + behavioral interviews with multiple engineers or hiring managers. In some cases, included system design or deep dive into past projects.