I was contacted directly by Experian’s internal recruiter, and the communication throughout the process was excellent. He consistently kept me informed, clarified expectations at each stage, and was proactive in sharing updates, even when internal scheduling or approvals took longer. The overall process was long, taking around three months and involving interviews with seven people across five stages. There were some slower periods due to coordinating with senior leaders across regions, and after the final interview it took around 1.5 weeks to receive the verbal offer due to internal approvals and timezones. Despite this, the recruiter managed communication exceptionally well, which made the longer process feel supported and transparent. Interview Process Overview The interview stages were well structured and became progressively more strategic as they moved into senior leadership levels. Stage 1: Recruiter Screen Initial conversation with the internal recruiter covering background, seniority, experience, and overall fit for the role. Stage 2: Hiring Manager Interview — VP of Product Focused on strategic thinking, long-term product direction, leadership behaviours, scaling product delivery, and working across global teams. Stage 3: Senior Leadership Interview — SVP of Product A deeper discussion exploring executive judgement, influencing senior stakeholders, long-term planning, and managing complex product decisions across markets. Stage 4: Panel Interview — Product Director, VP of Engineering, and VP of Data and Partnerships A broad, senior-level conversation assessing cross-functional collaboration, technical depth, problem solving, prioritisation, stakeholder influence, and the ability to operate across a complex corporate organisation. The panel felt balanced and collaborative. Stage 5: Additional Interview — Senior Product Director (Strategy) This additional stage was added because the role was considered a key senior hire. The discussion focused on leadership style, working within a corporate operating model, managing stakeholder complexity, and ramping up quickly. It felt appropriate given the seniority of the role and showed that Experian takes leadership hiring seriously.