1 initial round with employees on the outreach team, then an interview with the potential supervisor for the role you applied. They asked about prior experience and the usual open ended personality questions.

Initial phone screen with HR to establish you have a pulse followed by a ~15 minute HireVue session where you have to record video answers to pre-set questions. I found the use of HireVue for experienced engineers to be insulting, degrading, and incredibly prone to discrimination. Sad P66's HR has gotten so lazy they rely on something used to weed out cashiers at Walmart. Your HireVue recording will go directly to the hiring manager who then shortlists candidates for in-person interviews. In person interview is a panel setup w/ hiring manager and a handful of relevant folks on the team or asset. Standard behavioral questions & prodding of your technical and soft skills. Unfortunately I got the canned response of denial a few weeks later despite positive in-person feedback at the interview. Later found out P66 has a nasty habit of interviewing external candidates only to fill the position with an internal hire - which was the case here. Says a lot about a company if they are going to degrade you with a HireVue interview, call you in during a weekday for an in-person interview, and subsequently hire an internal candidate.