[MUSIC] In this video, we're going to be talking about who's involved in the video process. We need to make sure we're all clear about the terminology that we're using, as well as the roles of the different people in the process. So, by the end of this video, you should know those people involved in the interview process. Let's get started with the Recruiter. The Recruiter is essentially going to be your advocate. Recruiter almost certainly read your resume. Now they may have farmed out a whole bunch of resumes to another screener to determine which resumes to look at, to pay more attention to, but they've almost certainly read your resume. They think you're a fit for this position and they're going to be your primary liaison between the company and you throughout the whole process. And you should feel free to ask some questions. You can ask them, specially when you got an in person interview scheduled or technical phone screen interview scheduled. You can ask them, who am I working with? Who I'm going to see, who I'm going to talk to, what's my schedule for the day? These are great question to ask of them, they're happy to help me answer them. But I do want to caution you on one piece and that is once you've already interviewed or once you're in the process and they've told you you're going to have to wait a little bit for the next step, don't hound them about it. So don't send them email after email every hour, saying how did I do on my interview. They're working on it, they'll get back to you. If you email them too much, that's essentially a poor soft skill, and it could hurt you. This was one I'm talking about, is a technical interviewer, this is almost certainly a software engineer at the company. It may be someone already in management, but still someone who's close to the code. They know how to program, they know data structures, they know all the core technical content. They're going to be asking you to write code, to solve algorithms, problems, and again, you can assume they have this background in programming. Now, companies do vary. This person may or may not be part of your future team. As earlier described, some companies are hiring just for the position. In which case you'll meet the people who are on your team. They maybe hiring for the company as a whole. In this case, the technical interviewer unnecessarily isn't someone from your team. The last group of people you might meet, are Management. Now Management, really depends by the company. So in some companies, you might not meet anybody, but in other companies, like small startups, you might have in person hour long interviews with the CTO and the CEO. It really just depends on the size of the company. Now the Management often will have a technical background, but they may not so you want to be sure about what is their background so you ask the right appropriate level questions and kind of answer the questions at an appropriate level as well. You could always ask them what their background is and you can find out pretty quickly whether they've got a technical background or more of a business background. The bottom line for all these folks though is recognizing that you're going to answer your questions differently. You're going to ask different questions based on who the people are in the interview. You're going to ask different questions of management that you might ask of a recruiter, and you're going to have to ask different answer questions differently to a recruiter than you would with a technical interviewer. What we're going to do next is we're going to start talking about how to succeed on the technical phone screen.