Overall, the interview process is designed to find their "perfect" candidate, not a good employee. First two rounds are straight forward, with typical one on one 30 minute interviews answering questions. The third round is where it was a bit over the top. I had to complete a PI behavioral and a PI cognitive assessment, with the cognitive assessment acting as an SAT type test. I completed these two prior to a presentation with 6 team members where you present an account strategy. The way the prompt is laid out, I had to create 18 slides in their template and presented for an hour. This is where they began asking more direct questions about a hypothetical scenario I had to present on and felt like no answer was the right answer. All of this took an immense amount of time to prepare. I then moved onto the final interview. This person took the meeting from their car and was obviously not focused on the interview. Their questions were all over the place and did not feel like a final interview. It again felt like no answer was the right answer. Following the final interview, I had to wait over a week to hear about their final decision, which I saw they reposted the role 4 days prior to finding out. Once I was told I did not get the position, I asked for feedback and they declined because it "was against company policy to provide feedback to candidates". Overall, Axon's process is designed to find the "perfect" candidate and not opening the door for a larger set of candidates. Unless you think you fit all of their requirements and background exactly, I would avoid applying as it is a waste of time and energy. If you do, you will be walking on egg shells the entire process.