Engineering-driven culture at the bottom level. Great technical teams and a lot of strong talent to work with.
Lack of a strong central vision makes products poor in consistency.
Not a culture designed around providing a first-class customer experience.
Upper management varies a lot in terms of culture, both good and bad.
Give direct reports a strong say in the promotion process without exposing them to retaliation. This would expose 90% of all the toxic leadership issues.
1. Phone interview. HR asked about background and behavior questions. 2. One 45-minute behavior interview, given by the team leader or manager. 3. Four 45-minute technical interviews, given by team members, leaders, and managers, followed by a 15-m
The recruiter reached out to me and scheduled a coding pair-up interview. The interviewer wasn't interested and I was given 45 minutes to solve 3 questions. No help or input was provided in case of doubt; the interviewer himself didn't know stuff! I
The interviewer asked me to introduce myself at first. Then we came to the project I did in my last company. I introduced the project and the technology stack I used. At last, the interviewer asked me what I could do to optimize the project.
1. Phone interview. HR asked about background and behavior questions. 2. One 45-minute behavior interview, given by the team leader or manager. 3. Four 45-minute technical interviews, given by team members, leaders, and managers, followed by a 15-m
The recruiter reached out to me and scheduled a coding pair-up interview. The interviewer wasn't interested and I was given 45 minutes to solve 3 questions. No help or input was provided in case of doubt; the interviewer himself didn't know stuff! I
The interviewer asked me to introduce myself at first. Then we came to the project I did in my last company. I introduced the project and the technology stack I used. At last, the interviewer asked me what I could do to optimize the project.