Benefits were excellent.
Pay scales were great.
Management was okay.
During the downturn, when companies were letting people go, they laid off a bunch of us. That was hard, but I could have swallowed it. But then I saw a job opening for Senior Developers in Canada for Affirm – soon after letting us go. Really?
If you have open positions coming up for similar roles, why not see if you have the talent already or if you can recycle that talent rather than letting people go and then hiring fresh talent?
Or is that a way to get cheaper talent?
The process included: * Recruiter screen * Manager interview This was a standard, efficient, and direct process, very straightforward. The recruiter was good at communicating and timely in getting back about the status.
HR screening followed by a 1:1 with the hiring manager (growth analytics). From there, a take-home case was evaluated for presentation, followed by a final presentation.
Coding, system design, and BQ. Learning about the process. Coding for one hour, and one hour for system design. It's easy stuff trying to solve the first question, but time is limiting. I don't have enough time to figure out the solution.
The process included: * Recruiter screen * Manager interview This was a standard, efficient, and direct process, very straightforward. The recruiter was good at communicating and timely in getting back about the status.
HR screening followed by a 1:1 with the hiring manager (growth analytics). From there, a take-home case was evaluated for presentation, followed by a final presentation.
Coding, system design, and BQ. Learning about the process. Coding for one hour, and one hour for system design. It's easy stuff trying to solve the first question, but time is limiting. I don't have enough time to figure out the solution.