I've hired many people for science and automation software positions at small and large US biotechs. We usually did a phone screen (both technical and HR), then an on-site interview. The overall process wasn't much different for Ph.D. vs. Bachelors/Masters, but of course we asked very different questions depending on the level. Ph.D.-level positions were usually required to give a brief talk (partly to probe their communication skills.)

For certain specific software automation positions, we did end up giving a coding test during the on-site interview. But no homework or multi-round stuff.

The present situation in software is mostly the result of an oversupply of labor. Companies are endlessly picky because they can be. I am old enough to remember other recessions where companies could make ridiculous demands (once had a company demand I come in early Sunday morning for an interview, just to make sure I was truly committed to working 24/7. No thanks!)

Recessions eventually end, although not always in a way that helps specific careers. Good luck!

I hire for marketing and design (all levels) and only remote roles. For ICs it’s this:

1. 15-minute or 30-minute virtual meeting w/ me.

2. Take-home exercise - I limit this to about one hour if unpaid. I end up paying for some kind of work sample in about 50% of cases instead of the exercise. For some roles I do a 30-minute mock meeting exercise where I role play a client and we go through common situations.

3. 45-minute or 1-hour discussion/interview with boss and at least one person from the team they’re joining. This includes 15 minutes of questions led by the candidate.

4. Reference check of 2 previous bosses/managers (negotiable to some extent).

For managers/leaders it’s roughly the same but they will also meet w/ other senior leaders and will meet the whole team they’re joining.

I can usually go from initial meeting to offer in 10 days or less if it works for the candidate’s schedule. I also don’t post jobs and solicit applications, I do outreach only. But if someone sees our careers page and writes and has a good story I take a very close look at them.

Lower paying jobs tend to be a single in person interview. Some jobs have a phone interview and then an in-person. Some jobs have practical tests during the interview, such as with welding.

You go in, have a chat to the manager or hiring manager involved. They think you're "nice" and you're in.

Many years ago some tech roles in non-tech companies worked like this too.