The interview process is known internally as "The Gauntlet". Each interview has a different focus either culture, compensation, business model, or technical skills. I made it through six rounds over the course of 2 months before recieving an email saying I would not be moving forward. No detail, no feedback, no phone call. For a company with such focus and pride on a culture that is different than most workplaces ending the interview process this way could not be farther from the culture each interviewer was pushing. I can understand early stages ending the process this way but after 6 interviews including an in person interview some respect and detailed feedback over the phone would be nice.

SEI is disrespectful of candidates time. Employees have to meet recruitment time quotas and it informs the interview process. To meet that requirement, prepare for multiple one-hour, one-on-one interviews across the three seniority levels. First interview is feeling out a basic fit. The second is about skills. The remaining six (!) interviews are about fit. Each interviewer asks the same questions and makes the same disclosures about SEI --employee owned, no travel, everyone expected to contribute to recruitment & biz dev. Making these panel interviews would save everyone time. Some interviewers were prepared. Others simply showed up and asked rehearsed questions. The quota shows. Are you a serious candidate or just a way for a principle to check a box on hours logged? You'll never know. After seven (!) hour long interviews, the eighth interview with the Boston office leadership. It was yet another re-tread of the same questions! I'm unsure how the eighth time I answered, What makes a good consultant, varied from the first through seventh time, but I guess it did. I received a call telling me they were declining to make an offer, and had zero feedback outside of, it's a competitive landscape.