1) I had an initial screening call with an outside recruiter. 2) I was then passed to a company recruiter who shared insights on the company, role, and opportunity. 3) I spoke with the hiring manager to determine skill set and experience fit. 4) Next was a use case presentation to the CMO and others. Unfortunately, I had to drop out at this stage due to a change in family circumstances. 5) The following step would have been determination of culture fit – soft skills, approach to work, etc. 60 Lastly, there is a 20-minute interview with CEO.

The interview process entailed the following steps: 1. Interview with a PMM based in Switzerland 2. Interview with two team members in Austin, one from the PMM team and one from the DemandGen team 3. Interview with a senior GTM manager and DemandGen team member **At this point, I ended the interview process, having committed to another job opportunity. If I were to have continued, I understood the next steps would include: 4. Written "challenge" 5. Interview with the People&Culture Team 6. Interview with the CEO While I didn't complete the interview process, I was very impressed with the SonarSource team! Everyone was very enthusiastic about the company, its culture, and its beloved products. The entire process felt very mindful and engaged. It's clear SonarSource will attract top talent.