A phone interview with the hiring manager was the first step. He called me in for a panel interview, at which point I met with mid and upper level managers for basic interview questions: why Cerilliant? How do you think you can positively impact the group? I have since conducted interviews for new hires both with fellow employee leadership as well as side-by-side with the manager. We want to know 1) how you prioritize your work; 2) if you are a contributing team member, or more individually minded; 3) how you handle sudden/frequent changes; and 4) whether you have actively contributed to process improvement elsewhere. Come prepared with examples.