Finished my Workday Senior PM loop last month, got an offer. Sharing the breakdown.
Five rounds total: recruiter (30 min, standard background + salary), hiring manager (45 min, very conversational, she just wanted to hear how I think about enterprise customers), two panel rounds (one product, one cross-functional), and a final exec screen that felt more like a culture vibe check than a decision round.
The product round was interesting. They asked me to design a feature for Workday's absence management product. The trick: you have to think about the HR admin AND the employee AND the IT team who's configuring the thing. Enterprise PM means three stakeholders minimum. I'd practiced this framing but not for HR tech specifically, so I had to work through it live.
Cross-functional round was a behavioral + stakeholder scenario. They gave me a case where engineering said no to a feature that a major customer had contractually expected. They wanted to see how I'd manage that. My answer: get the data, align on priority, find a smaller deliverable that doesn't break the contract. They seemed satisfied, not wowed.
What surprised me: the exec screen was genuinely low-pressure. She asked about a career mistake. I told the truth. She appreciated it.
One thing nobody mentioned on forums: Workday's job levels matter a lot. Clarify before the loop what level you're interviewing for. Mine almost got misleveled mid-process.