Applied for position at company website and included cover letter addressed to hiring manager (found via LinkedIn). Initial 30 minute call was with group coordinator -- at ACT it's the teams that run the hiring process and not HR. It was a general call -- why are you leaving your current employer, what are you looking for in your next job. At the end of the call received an invitation to talk with the hiring manager in another 30 minute call, which was schedule 3 days later. During this call he basically asked the same questions: why are you leaving your current company; why are you interested in ACT and he also described the role and some of the goals. The next day I was contacted by the team coordinator to see if I was interested in coming onsite to meet with various people in a 1/2 day interview session. I indicated I was interested and so the meeting was scheduled 3 weeks later (too far into the future in my opinion). The meeting was set to have me meet with the hiring manager, a potential co-manager, a VP of a different team that I would interface with, and the VP leading the group with an informal meeting with HR at the end. Interviews were scheduled to start at 12 noon, but did not start until about 30 minutes later as the first person (VP of other team) could not be located. Interviews went like: VP of other team: why leaving current company? why ACT? challenges you'll face working with my team Hiring manager: talked more about the position, what he was looking for. I was able to ask him a lot of questions and some of them included: "How will you measure me to know if I am a successful manager?" (no good answer to that question) "According to the VP, here is how he sees the role" (good information on how each group would see this position function in the organization. The feedback from the two was similar, but had some key differences) Co-manager: read questions from a formal interview questionnaire which is annoying since this is supposed to be my peer and we should be trying to get to know each other better. Questions included "Why leaving your current company? Why ACT? Have you used ITIL? COBIT? some kind of PM process? How will you adjust to the slower decision making pace of a non-profit? I did get a chance to ask him a question, which I asked about his background and adjusting to ACT; it turns out he came out of the university IT structure, so not much of an adjustment. VP of team: Very easy to talk with. Asked very pointed questions about what did I know about how non-profits worked, have a I worked in any large scale non-profit organizations? what was I looking for in career development. I was able to ask him a question, and I focused in on the goal of the change going on to see if it matched what the hiring manager was saying, and it matched, so they are on the same page. HR - basically reviewed benefits; they talk about them as if they are world-class, but having worked in the software arena, they are good for what many companies provide, but outside of putting in 6% into a 403(b) automatically for you (even if you don't put any in yourself) they are not world-class. The place is very much an academic place, from how the facilities are laid out, to how people dress, to the mind-set and pace. I probably sent off vibes that I would not be successful in that environment, because I was not comfortable there at all.