After technical interview came the "team interview", essentially a character-fit interview with a vague name. Consisted of a series of "Describe a situation when [something negative]" types of questions (e.g. "when you were mistreated by a superior"). If you want to pass this interview, read Gus Lee's book "Courage the Backbone of Leadership" first. It will greatly increase your chances. What does that say about the interview? Also, describe how you reacted or would react to the situation described. They won't prompt you for this (they figure that if you don't elaborate then you don't have what they need).
After almost a year as a contractor I've learned that some upper management does not trust psychologists or sociologists to design interview processes, but depends on personal experience instead. Very resistant to suggestions for improvement. Instead of re-thinking interview process, would rather rename interview to be less offensive (but essentially still a character interview).
