There is a three-part interview process, consisting of a an initial screening call with the manager, a SAS assessment, and a panel interview.
For the initial screening interview, the manager asked some questions about SAS procedures (e.g., duplicate identification and removal, merging, etc.) used in hypothetical scenarios. After answering these questions verbally, the manager informed me to look out for an email invitation for the assessment. The manager also commented, "most people find the assessment to not be too hard."
For the SAS assessment, I was asked to access their computer remotely via MS Teams and was provided with some sample data and some questions. I was asked to write a program to answer these questions and was asked to include comments in the program to explain the process I was using. The assessment is fairly straightforward if you have experience with working with dates, aggregation, duplication removal, and merging methods in SAS. There is also an "extra" question at the end that is more complicated that is explained as "optional" unless you have time left. Your webcam must remain on while you do the assessment. You are permitted to access the internet on your end and look up anything you need to complete your program.
Some days later, I was informed that I was being invited for a panel interview, and I assumed I had been proficient enough on the assessment for this to happen. The panel interview was conducted by the manager, the director, and a programmer from the group. The director briefly described the department and gave a summary of my CV. The manager described a little more about the department from a programming perspective. They asked me to explain why I was considering this position and what my long-term goals were. They also stated that this was a salaried, non-overtime eligible position, and the work would "sometimes" exceed 40 hours. Employee retention and turnover also appears to be an issue, but this is not outright discussed. The manager appeared uncomfortable when asked about work/life balance.
KP Talent/Recruiting reached out to me some time after that, telling me that I was a 'finalist' for this position and asked me a few other questions about what I hoped to gain from this position. Eventually, they came back and made me a formal offer that I felt was lo. I ended up asking more questions about work hours, including weekends. Although they would not come out and say it outright, it was clear that given the nature of the high-volume/fast-paced work and how it could be difficult to adjust, staff was regularly and not occasionally working well beyond 40 hours, including weekends. Also, they do not appear to really factor experience into the title they offer you. The position is listed as I/II, but they claim that their assessment is what determines who is a level I or II even though their level I description seems like it is written for an entry-level job. Additionally, promoting to level II from level I is not guaranteed. It is quite possible that it might take years or it may never happen due to financial issues. This is something that the manager disclosed, but the talent/recruiting did not convey this.
Ultimately, I ended up declining the offer. This appears to be a position in which experienced individuals are hired at a lower level knowing that they will churn out work for a period of time before getting frustrated and leaving due to the compensation not reflecting the work volume.