Phone call with HR, then technical phone interview with engineering manager, followed by an on-site technical interview. At on-site interview, I first met with a few engineers from the team that I would be joining if hired. This part mostly involved practical, hands on coding relevant to my specialty. I solved/answered all of the problems 15 minutes early, so we just nerded around until my next interviewer arrived. I met with 4 more director / vp level people after this, most of which expressed interest in conducting the interview. Most of their questions involved some whiteboarding, most of which were fairly easy, others were a bit trickier but had nothing to do with the role that I was applying for. Overall, I felt that the interview went very well and that the company and team would be a great fit for me. I was completely caught off guard when I found out that they were not offering me the position because I was "not senior enough". I really hope that politics aren't at play in terms of different teams competing for hires. I've been on the hiring side of things for the past few years and I've seen it happen. That aside, if the determination of all of the interviewers was truly that I was not senior enough, I couldn't disagree more. Besides the initial hands on coding portion of the interview, very few questions were asked that related to responsibilities of the job (I suspect that this may be due to the lack of specific domain experience on the part of the interviewers). The best way to evaluate whether a candidate can do job.... is to actually have them do the job. Bring them in and assign them real units of work (maybe pair programming) and see if they sink or swim -- that's the only real way to know what someone's capabilities are. It's a sad thing - I was sitting on 4 amazing offers for senior roles, but I was most excited about MobilityWare potentially making me an offer, and was willing to accept a lower offer to work for them. I know that I would have made a huge impact there with my years of expertise.