A typical progression is that there are “fit”, “talent”, and “final” interviews - each of which could happen over multiple days / locations and/or with multiple people.
Fit = interview with people with whom interviewee would be working a similar role. The usual question they’re answering is would the interviewee fit into our “culture.” Purpose is to filter out obvious mismatches. Not really much on what you now or can do, although they do get into that a bit. Leadership potential assessed at basic level.
talent = just that. Does the interviewee possess the talents we need or is s/he capable of learning what we need them to know.
final = interviews with folks who might manage them, work with them, or be their big boss.
also are HR interviews which could be at either end or both ends of the process to answer any questions or note an obvious misfit. Depending on firm, fit and talent phases might be flipped.
this info is confirmed based on feedback from my Senior students who typically are interviewing for systems/data/business analyst roles.