I am a former employee who was referred by a current VP-level employee within the company. A recruiter in the Optum Advisory Strategy & Growth practice reached out to me within 72 hours to arrange a connect. Because I was a former employee (not gone for more than 12 months), they wanted to bring me back based on my previous performance. Interviews consisted of three rounds: 1) Behavior - Typical behavior based interview with questions around my work history, project delivery experience, and approaches. The interviewer knew of me from previous work so this was a fairly casual conversation. 2) Culture—This one was more focused on what I could deliver for the team's culture. I talked about my support for affinity groups, previous sponsorships as a Director, and what I could contribute to the team—plugging in gaps where they had gaps. Unlike the behavior interview, this one went over by 30 minutes to 1 hour. 3) Case - I was told the case interview would be a standard case interview, but the interviewer instead opted for a math problem, which was unpleasant for me, but we got through it. I prepared for a more traditional case interview, which was a bit painful. However, the emphasis was to show them how I thought and asked questions. After all three interviews, the team met and opted to extend an offer but wanted me to meet with the SVP for a "vibe check." Per the recruiter, this is more of a formality, as 90% of the individuals who go to the SVP get a formal offer. It's more of a formality, I guess. I met them about 7-10 days later and conversed well. After this, several folks were out on PTO, which caused a significant delay in the recruiter's ability to get an update and extend an offer. This lasted about 30 days longer than usual, but the recruiter was approachable and understanding.