. Application Submission What happens: The candidate submits a resume, cover letter, and sometimes answers screening questions. Purpose: To provide initial information about qualifications and interest in the role. 2. Resume Screening What happens: Recruiters or automated systems (ATS) review applications to shortlist candidates. Purpose: To identify candidates who meet the basic requirements. 3. Initial Screening (Phone or Video Call) What happens: A recruiter conducts a short interview (15–30 minutes). Topics covered: Work history, motivation, salary expectations, availability. Purpose: To assess communication skills and basic fit. 4. First-Round Interview Format: Often with the hiring manager or a panel. Topics covered: Technical skills, behavioral questions, role-specific scenarios. Purpose: To evaluate deeper qualifications and problem-solving abilities. 5. Assessments or Tests (if applicable) Types: Technical tests, case studies, personality assessments, or writing samples. Purpose: To objectively measure skills relevant to the job. 6. Final Interview(s) Format: May include senior leadership, cross-functional teams, or multiple rounds. Topics covered: Cultural fit, strategic thinking, long-term goals. Purpose: To make a final evaluation of the candidate’s overall suitability. 7. Reference Checks What happens: Employer contacts previous managers or colleagues. Purpose: To verify past performance and behavior. 8. Offer Stage What happens: The company extends a job offer, often followed by negotiation. Includes: Salary, benefits, start date, and other terms. 9. Onboarding (Post-Acceptance) What happens: The new hire completes paperwork, training, and orientation. Purpose: To integrate the employee into the company smoothly.

Went through resume and asked about experiences, described company vision afterwards. Afterwards, mentioned that most of the company is remote with options to go to site for inspections of construction projects.