Interviewed for a senior fraud role on the risk team. Four stages total: recruiter screen, hiring manager screen, SQL technical assessment, and a panel of three 30-minute interviews back-to-back. The hiring manager round was a genuine standout — candid, conversational, and one of the more useful fraud-leadership conversations I've had in a job search. The SQL assessment was fair and grounded in realistic fraud-investigation patterns rather than puzzle-style questions. Same-day advancement between the early rounds set a strong pace. Communication slowed significantly after the panel. Stated decision timelines were missed by multiple weeks, with limited proactive updates from the recruiting side. I eventually learned the team had decided to close the role entirely with no hire — driven by an internal scope rethink rather than candidate evaluation. The hiring manager was transparent about this when I followed up directly, which I appreciated. If you're interviewing here: expect a fast and well-run technical process, but be prepared for a longer wait or potential role changes after the panel stage.