Not a good experience. Too many unnecessary interviews. I gave 6 interviews + 1 call with HR, so many back and forth for scheduling the interviews. It was a learning experience for me. Good way to practice for interviews First Round- Hiring Manager, once you clear that then you have mandatory 5 rounds My second round was Bar raiser with someone outside of the team . Ideally, bar raiser should happen once you have met with all the other colleagues. Third Round with Engg lead Fourth Round with senior member from the design team Fifth- Senior member from the PM group Sixth - Senior Leader everyone had set of questions which they read it to you and then write down your responses. They will evaluate you on Twilio Magic Values and questions were mostly behavioral. I had good conversations with all the team members however, I feel sad for the HR team who do so much of work in setting up and finding candidates ultimately, for nothing. After all this hassle, I received system-generated email without any reason or feedback mentioned. This behavior does not resonate to "Wear Customer Shoes" magic value. 45 minutes of 8 interviews = 6hours of productive time wasted not only of the interviewee but also of senior team members. + an hour on the back and forth for scheduling interviews. Twilio needs to update its interview process as this format might work in an Onsite environment. But it becomes too hectic and useless in a virtual environment. If you think the candidate is not good then why to waste everyone's time. Advice - Follow STAR methods, keep it short and concise I would suggest even to use S T A R in your answers it would be helpful for the interviewers to write your answers and Come up with as many different stories and don't repeat.