Long and usually consider a of 4 to 9 stages of interviews. But when you work there you realise why the process is very unique.
Compensate people based on long-range commitments as well as yearly KPIs. Rotate senior managers often. Take their negative feedback on 360 evaluations to heart. BTW, those 360 evaluations are not necessarily anonymous. I could often figure out who said what on mine because those who had good things to say often told me it was them or made their evals not anonymous. Process of elimination. Therefore, it took courage to give true feedback.