Initial screening call. Then 30 minute interview with hiring manager and another senior level individual. Given subsequent test on proprietary system. Received follow up questions after completion. I declined to pursue job further based upon attitude from hiring manager. They have a complex proprietary system, it can do a lot of complex business functions, it would take years to truly be an expert in it. But unless you are specifically committed to becoming an expert in it, it is not any more transferable as a specific job skill than learning any other company's custom software to deliver whatever business needs.

DevonWay is generally well-regarded by its employees and boasts high retention rates. However, there are opportunities for improvement in their interview process, which I'll outline below: 1. The initial HR screener provided an overview of the organization but lacked detailed information about the role or team. 2. Candidates are asked to complete a Technical Challenge upfront, consuming a substantial amount of time (5 hours) before any interaction with a hiring manager. Additionally, there's pressure to complete the extra credit project, which may not align with the candidate's strengths. 3. After completing the technical task, there was a week of silence, followed by inquiries about my educational background, even though this information was in my application. I was then informed that a Bachelor's degree is a strict requirement for the organization. In order to enhance the candidate experience, it would be beneficial for DevonWay to clearly state educational requirements in job descriptions and reconsider the sequence of technical challenges in their hiring process.