The first stage is a Recruiter screen, this is then followed by a hiring manager interview, then a culture interview against the company mission points. The final two stages are a team member meet where they assess your role competencies and finally a role play customer call with a discovery and pitch.

Pretty standard. 5 Rounds: Reciter Screen => Hiring Manager => Role Play => Culture interview => Another Manager. My recruiter was very responsive and helpful! Atlassian is very transparent about the process.

Reached out to recruiter via LI, scheduled first round. First round screening was standard questions, I appreciated Atlassian's recruiters trying to connect from a candidate perspective, allowed me to feel like I could potentially be a culture fit instead of them just asking questions to check off boxes. Easily built rapport/similar vibes. Second round was with one hiring manager for 30 min and everything went great. Third round was the panel, where you have three back-to-back-to-back interviews. The first is with another hiring manager for 30 min, the second is with a peer for 30 min, and the last one is a "values" interview for 45 minutes with an employee from a different department whether to see you are a "culture fit". This is where my only suggestion for a better interview experience comes in. I thought I did really well for every single panel round, and did especially well with the values interviewer since we coincidentally had similar backgrounds. With both the hiring manager and peer we spent about the first 10/15 min getting to know each and building rapport. However after the final/panel round, I did not get the offer and asked for feedback, the feedback I got was that the second hiring manager pretty much didn't get the answers they wanted to show how I would work with collaboration. From what I remembered, we were hurrying through questions the last 5 min and even went over since the manager was first up in the panel. In my opinion, if the hiring manager or even peer is the most important, why not schedule an hour, or at least 45 minute session? Why give the values interviewer the last slot, someone who doesn't even have a direct management to your potential job, have 15 more minutes and the last slot? I just don't think 30 minutes is enough for someone who could be your boss for years to get to know you, and get through all their questions. They would've gotten way more information out of me if they had the time to ask... Otherwise, everything else was extremely positive. The recruiters kept me in touch all the time, were prompt and responsive, just wish the panel interview format would be slightly different, and importance placed mostly with your potential manager.