Initial HR screening: A short call to confirm role fit, experience, availability, and salary expectations. Portfolio review interview: A deeper discussion around your work, how you think, your process, and how you handle deadlines and feedback. Practical assessment: Often one to two tasks (sometimes feels heavy for the role level). Usually time-boxed, with unclear scope unless you push for details. Final interview (often leadership/CEO involved): Focused on speed, ownership, attitude under pressure, and how you deal with fast pivots. Can be direct and intense.