The interview process consists of three stages: a phone screening, an online assessment and then an on-site interview. If you make it to the on-site interview, the job is yours to lose. The phone screen is to review your resume and background and to hear why you would like to work at Epic. This is also the time to discuss your expectations of the job. The online assessment consists of a Rembrandt personality test, a logic/reasoning section similar to standardized testing, and a section where you learn and answer questions about a programming language that doesn't really exist. Coding experience surely helps but is not necessary at all. The on-site interview consists of a behavioral portion and a case study that runs through a typical scenario for a TS at Epic. My tips for the case study would be (1) to remember that a TS is essentially a product manager, and you want your customers to have the best product possible and you have to consider the tradeoff of deadlines, (2) TSs work on a team and it's alright to delegate tasks for others or negotiate tasks with your teammates based on strengths and weaknesses. The rest of the day is lunch/tour/opportunity for you to ask questions. There is an optional coding assessment at the end. I'm pretty sure this is equivalent to the online assessment that SD applicants take. It's not too difficult: 4 questions, about Leetcode easy-medium. The reason why I declined the offer was because I felt like this job would not give me transferable skills for technical roles down the line. For anybody that wants to work in software, this is not the role you want or place to be. Epic has a high turnover rate and this is essentially a burnout job with an alluring salary for new grads especially given the low cost of living of Madison, except you leave without any hard skills. Of course, you will acquire skills necessary for management and customer relations but this isn't an accurate reflection of the job title and description. Overall this was a positive experience, but anybody can certainly tell that the on-site interview is a process manufactured to make you believe that the TS role is meant to be long-term, rather than a burnout for new grads.