Meet with many different leaders across the company in 1 hour meetings. You will be asked technical questions and may be required to do a coding exercise, but the bulk of it is the Chewy Operating Principles pdf that the recruiter gives you. Chewy has dozens of behavioral-type questions for each of the areas in that pdf, and these questions will constitute a bulk of your interview, asking you to describe how / why you handled certain situations in your past experiences. Each interviewer will focus on certain operating principles. After the interview, each interviewer gets together and discusses whether or not you raised the bar, met the bar, or lowered the bar. This is referring to the job title you applied for and how your experiences, tech skills, etc match up against other employees in Chewy with the same title. Ex.) If you’re better than half of other Data Scientist I within the company, then you raise the bar. If you’re the same, you meet the bar, etc. They often look for candidates who raise the bar, which means that the threshold for the average Data Scientist I at the company in our example is improving, making it more difficult to get hired as the bar is frequently getting raised. If you aren’t a bar raiser / good fit for the team / role you applied for, it frequently happens that the interviewers will refer your application and interview results to another team within the company, who will then interview you in the same manner as above. The constantly raising bar increases the technical acumen of the team, but it also works against the company in that it makes it difficult to find and retain good employees as once the employees are there, they are worked very hard. During my orientation I was told that Chewy accepts only 5% of applicants.