Big vision and ambitions with the pockets to do so. Open to new ideas, approaches, and a "question everything" persona helps in empowering the staff to build the best software they can. Hypergrowth state where they want to hire the best and the brightest for establishing a solid foundation for the future.
Some of the tech is a generation old, but they want to change that and are expected to be part of the change. Someone has to answer the call when these systems fail.
Conway's Law. That's all I will say about management.
I interviewed at Chewy for a Senior Software Engineer position. **Interview Process:** The recruiter reached out to schedule a time for a phone screening call. I spoke with the recruiter and then had a LeetCode-style first round with some SDEs. Af
Here's a breakdown of the interview process: * **First Recruiter Call:** This call consisted of behavioral and basic technical questions. The recruiters were non-technical but were provided with a "cheatsheet" of technical questions to ask. * *
This was an absolute, unmitigated disaster of a hiring process. I was told they were too busy to schedule a phone screen to discuss the role or their expectations. To get any speaking time, I first had to pass their technical review process. The fi
I interviewed at Chewy for a Senior Software Engineer position. **Interview Process:** The recruiter reached out to schedule a time for a phone screening call. I spoke with the recruiter and then had a LeetCode-style first round with some SDEs. Af
Here's a breakdown of the interview process: * **First Recruiter Call:** This call consisted of behavioral and basic technical questions. The recruiters were non-technical but were provided with a "cheatsheet" of technical questions to ask. * *
This was an absolute, unmitigated disaster of a hiring process. I was told they were too busy to schedule a phone screen to discuss the role or their expectations. To get any speaking time, I first had to pass their technical review process. The fi