Great engineering culture and company YoY growth.
Heavy manual process.
High turnover rate in some teams.
Good people are leaving.
Create a clear path for P5 -> P6 growth, similar to the current EMP program, to support P4/P5 -> M3.
Screening call with recruiter, code challenge (rate limiter). I finished the code challenge successfully within the given time frame. I did not receive any feedback, either denial or acceptance, from the recruiter.
I had an initial conversation with the recruiter and found out that it's a good match for my profile. I scheduled an hour-long discussion with a team member, and I was told that it went well and the team is expecting me onsite. I am currently emplo
A recruiter from the EU contacted me on LinkedIn, followed by a phone call with her. She explained the hiring process in detail and the benefits they offer. This was followed by a remote pair programming session with a Senior Developer from Sydney.
Screening call with recruiter, code challenge (rate limiter). I finished the code challenge successfully within the given time frame. I did not receive any feedback, either denial or acceptance, from the recruiter.
I had an initial conversation with the recruiter and found out that it's a good match for my profile. I scheduled an hour-long discussion with a team member, and I was told that it went well and the team is expecting me onsite. I am currently emplo
A recruiter from the EU contacted me on LinkedIn, followed by a phone call with her. She explained the hiring process in detail and the benefits they offer. This was followed by a remote pair programming session with a Senior Developer from Sydney.