ob Posting and Application: The company advertises the job opening, describing the role, responsibilities, and desired qualifications. Interested candidates submit their applications, which usually include a resume or CV and a cover letter. Screening: The hiring team reviews the applications and shortlists candidates based on their qualifications, experience, and skills. This stage may also involve a preliminary assessment, such as a phone screening, to further evaluate candidates' suitability for the role. Initial Interview: Selected candidates are invited for an initial interview, often conducted over the phone or through video conferencing. The purpose of this interview is to assess candidates' general fit for the position, ask basic questions about their background, skills, and experience, and provide them with an overview of the company and the role. Technical/Functional Interview: Depending on the nature of the job, candidates may be required to undergo a technical or functional interview. This stage focuses on assessing their knowledge and expertise in specific areas relevant to the role. Subject-matter experts or senior members of the team may conduct these interviews and ask questions related to the candidate's field of expertise. Behavioral Interview: In a behavioral interview, the hiring team aims to evaluate candidates' behavior, problem-solving skills, and their ability to handle various work-related situations. Candidates are asked behavioral questions that require them to provide specific examples from their past experiences to demonstrate their competencies, decision-making abilities, and interpersonal skills. Panel or Group Interview: In some cases, candidates may be interviewed by a panel or a group of interviewers representing different departments or Stop generating