The process felt thoughtful, human, and well-structured from start to finish. Here’s how it went for me: 1. Initial call with the Talent Acquisition team I had a first conversation with a TA person who was super friendly and open. She introduced Swan, explained the role, and gave me space to talk about myself. What stood out: she remained present throughout the entire process, regularly checking in and making sure everything was clear. 2. Conversation with team members This was a chance to understand the day-to-day role and team dynamics. Once again, it felt genuinely welcoming and aligned — more of a mutual fit discussion than a classic interview. Everyone I spoke with was transparent, curious, and kind. 3. Live case study This part was focused more on how you think and approach problems, rather than on pure technical execution. I had to pseudo-code on a shared canvas, but it was more collaborative and exploratory than performative. 4. Final interview with the hiring manager (in person) This was a deep-dive conversation, not the usual “tell me your strengths and weaknesses” routine, but a real discussion about what drives you, where you struggle, and how you grow. Again, the tone was constructive and supportive. 5. Reference calls Two short calls with previous teammates (that I provided) to get additional perspectives on how I work. 6. Bonus step: call with the data manager An extra conversation was added to answer a few outstanding questions and give additional context — it showed that they really care about making a good mutual decision. Overall takeaway: The whole process felt respectful, thoughtful, and genuinely human. Swan clearly invests in understanding people, not just checking boxes. Whether or not you’re hired, you come away with a positive impression of how they work and what they value.