1 HR interview + 2 aptitude assessments (two different days) + 2 remote interviews with panel of engineers, consultants, and systems analysts + 1 technical aptitude interview with senior manager First, CVENT begins the interview process requiring the applicant to complete aptitude and personality tests not once but twice. According to the recruiter, the second aptitude test is to verify that candidates did not cheat on the test because "We have candidates sending their uncles or their cousins or their best friends taking the tests." Red flag- from the first point of contact, the company communicates to potential employees that it does not trust them. Second, to ask candidates to go through not just one primary interview with hiring managers, but 2, 3, or even 4 is ridiculous and it's a waste of our time. HR should know from the first point of contact whether a candidate meets the business unit, and moreover the hiring manager(s)' needs. While the company clearly prides itself on its "thorough" interview process, this process is redundant, wasteful, and disrespectful to candidates with limited time who are already facing intense competition. As a candidate, my time, energy, and focus is quite limited; I do not wish to waste efforts, beginning with redundant aptitude tests and ending with fruitless panel interviews, only to be rejected in the end. It's disrespectful and has given me a bad taste in my mouth. 1. Know your business needs 2. Interview with relevant candidates 3. Eliminate the aptitude tests 4. Eliminate redundant interviews (ex., 1 HR interview, 1 hiring manager interview; 2-4 hour panels are needlessly exhaustive) 5. Shorten the hiring timeframe from 8+ weeks to 2 weeks. We don't have all the time, energy, nor bandwidth to commit 2+ weeks interviewing with a company that isn't taking us seriously.