My typical interview process involves several key stages. It usually begins with a screening interview by HR to assess basic qualifications and cultural fit. This is followed by one or two technical/competency-based rounds with the hiring manager and relevant team leaders, where behavioral questions (using the STAR method) and case studies are often utilized to evaluate problem-solving skills and commercial acumen. The final stage is often a discussion with a senior leader or director. I prioritize preparation for each stage by researching the company's strategy and reflecting on my relevant experiences.