The interview process at Sutherland is designed to identify candidates who are not only technically proficient but also align with the company's culture and values. Although the specific stages can vary depending on the role, a general outline of the process is as follows:

1. Application Review: The first step involves reviewing applications to select candidates whose qualifications match the job requirements.

2. Initial Screening: Selected candidates usually go through an initial screening, often in the form of a phone or video call, to discuss their background, skills, and motivation for applying.

3. Technical Assessment: For roles requiring specific technical skills, candidates may undergo a technical assessment. This could be a test or a task designed to evaluate their technical knowledge and problem-solving abilities.

4. Behavioral Interview: Candidates typically face one or more behavioral interviews focusing on their past experiences, behaviors, and how they align with Sutherland's values and work culture. These interviews aim to assess a candidate's soft skills, such as teamwork, communication, and adaptability.

5. Final Interview: The final stage often involves an interview with senior management or the hiring manager. This round is aimed at assessing the candidate's fit within the company and discussing the role in more detail.

6. Offer and Onboarding: Successful candidates are extended an offer. Upon acceptance, they go through an onboarding process to integrate them into the company.

Sutherland's interview process is structured to ensure a thorough evaluation of candidates, focusing on both technical abilities and cultural fit, to maintain its high standards of service and innovation.