I have interviewed for various IT positions in Austin over the last year. (total of 4) If I was called by the recruiter after applying for a posting, the phone interview with a peer or hiring manager always happened. After a phone interview, 3 of the 4 times I was contacted by the recruiter that an existing internal candidate was taking the position as an internal transfer. One face to face interview (post phone interview) I met with 2 people in the IT team. Each asked a series of behavioral questions. The candidate response needed to include Action, Rationale, Outcome, Learning and Future Application. This response matrix makes it fairly difficult to respond briefly, so be prepared. Example: Tell me a time when you did something extra. Response must include what you did, why, the result, what you learned and then took that learning to a new company or project and improved upon it. A lot to cover with several questions in an hour interview. Sadly, when I met for the face to face, the hiring manager told me at the end of the discussion some 'horse trading' within the leadership occurred and the position was put on hold. GM has not hired much in Austin IT since September 2016 as a result. I would add, some of the phone screen people I have talked with have a condescending tone. I would hope any professional that is called upon to conduct peer interviews would be just that - professional. If someone doesn't understand your question, maybe it's your question. No need to act as if the candidate is an idiot. On the other end of the phone is a person who would like to make a career change and you hold the key. Think about that. Karma can be an SOB when the tables turn some day. I have heard the work life balance at GM is diminishing. They pay well and have very generous year end bonus packages. I would have liked to work there, but the bureaucracy getting in the door is becoming ridiculous.