It really depends on their overall process. There are so many factors in the waiting period that could be happening. They might have other interviews they are still completing, they might need to gather all the necessary approvals before extending an offer, or maybe their hiring manager has been out of the office and hasn't had a chance to make a final decision yet. I would defiantly follow-up one more time and just ask for a timeline of when they will have final answer to you. Even if they have decided to pass on you as a candidate, they should at least still notify you within a reasonable amount of time.
I would suggest asking the recruiter about the process in a very general way. Find out the new hire/onboarding steps, and if there is any documentation you can read or complete ahead of time, if possible. They may send you the background check consent form, itemizing what their company will perform.
In particular, it is key to show your leadership skills within these activities. It is here where a potential employer can make a judgement on the soft skills that you mention and help them to determine if an applicant will fit well within the culture at their company.
As you've probably guessed, "typical" can vary by company, but I think it is safe in stating that most companies will have a strong interest, shared with the candidate, in completing the process as quickly as possible.
Since there are various circumstances that can impact the time, I would recommend asking the recruiting representative what your expectations should be around interviews, desired start date, etc.
We also keep qualified candidates in mind for future roles as well.
From start to finish, I've seen candidates apply, go through a phone screen, have several rounds of interviews, and be issued an offer within as little as one week's time.
The general formula is resume reviews for basic education/skills qualifications, initial candidate screening (phone screen or assessment), then a series of interviews with HR, Hiring Manager or other stakeholders, offer extension/negotiation and any other administrative process (ex. background screen), then possibly some pre-boarding before you begin your first day.