It's a nice place to work in general. The New York Office is in a beautiful location.
They give a $15 credit on their food app each day you go into the office. The $15 has to be used on the day you go in, as it expires after that.
Trouble is, most lunches in their cafeteria cost much more than that.
They are cutting costs and laying off senior people and replacing them with workers in lower cost-of-living countries. They are heartless and ruthless.
The yearly review process is messed up because their metrics to assess technical people are done by non-technical directors. Seniority is determined by years in the company, not by competence, leading to this club of cocky but useless leaders.
The tech is very slow; you definitely won't be using anything that is cutting edge, as they take years to onboard any new tool.
The RTO policy is pathetic, as they require people to be in the office even if there are no desks and the entire team is remote. But then they hire people in India and Mexico because it's totally possible to work with remote colleagues!
Wake up and look closer at the useless leaders who shouldn't be in tech.
There were two rounds: a coding task and an architectural interview. The coding task included questions about collections, Java API, complexity, and general coding approach. The architectural interview focused on system design, best practices, and s
People are not wrong; the recruiters and HR are a nightmare. I had a phone screening that went really well, followed by a Codility test that was fair and went well. I was then brought on-site for an interview that was also fair and went well. The e
First round: Codility test, three questions, mostly in arrays and trees. Second round: A telephonic interview, general discussion on topics mentioned in the JD. Third round: Again, data structures and general programming. Fourth round: System desi
There were two rounds: a coding task and an architectural interview. The coding task included questions about collections, Java API, complexity, and general coding approach. The architectural interview focused on system design, best practices, and s
People are not wrong; the recruiters and HR are a nightmare. I had a phone screening that went really well, followed by a Codility test that was fair and went well. I was then brought on-site for an interview that was also fair and went well. The e
First round: Codility test, three questions, mostly in arrays and trees. Second round: A telephonic interview, general discussion on topics mentioned in the JD. Third round: Again, data structures and general programming. Fourth round: System desi