This differs substantially by company. Some companies have one general interview process, and handle team/role assignment after making offers (for some reason this is common at very large companies and very small companies). Other companies (often midsize) have different interview tracks for different open roles. In that case we just treat each interview track like a different company. We gather an initial guess about what the track wants by talking to the hiring managers, and then refine this with feedback data on candidates. We've found that bringing up example interview questions and asking if it's important that candidates can answer them is the best way to get at what skills an organization values. There's still a lot of noise in this (a hiring manager can't speak perfectly for the the entire organization), so we refine it over time.