Recruiter reached out to me unsolicited to initiate the process- schedule an initial phone screen to verify basic qualification for the role. After that was a 45-minute video call with the CTO, followed by an unproctored technical assessment via CodeScreen. Following the CodeScreen test was a 30 minute meeting with the Software Architect, then a 30 minute meeting with HR (cultural interview). The CodeScreen experience was very mixed, but that's not really PerformLine's fault. This was my first time working with CodeScreen. It consisted of one "Data Engineering" coding challenge in Python and I was given 4 hours to complete it. Submission was via committing to a temporary GitHub repo, but the repo came with a CI pipeline that failed and never would have succeeded, so I wasn't sure if that needed to pass in order for my submission to be "counted", or for me to get a "passing score"... so I fixed the CI pipeline and it ran successfully, but there were no unit tests or anything as suggested by the CodeScreen documentation. Brass tacks, I didn't know if I was missing something or if the code challenge itself was flawed in some way. It was mostly a test of Docker knowledge than Python or Data Engineering knowledge, which was a little frustrating. The actual Python component of the "Python assessment" could be completed by an undergrad student (e.g., reading CSV files into a relational DB). Docker, nor related AWS services like ECS and EKS, were ever mentioned in the interview process or in the job description, so it's curious that the assessment leans so heavily into Docker. If you are familiar with Airflow, Spark, Python, Snowflake, Databricks, et al., but aren't familiar with Docker, you will not pass the technical assessment. Everyone was very friendly and they moved through the interview process very quickly, like "next day" quickly- which is awesome. The whole process would have been even faster if I had sooner availability. Bravo!