The company lost the luster and brand it used to be once because of a lack of innovation and management. Management is not technical whatsoever, and most good employees left or were shown the door. There's hardly any innovation these days, as more processes and people come into the way.
The company became a sweatshop, surviving on legacy customers or old license deals.
Hire based on talent and merit; stop nepotism. Don't let the few good people left leave.
First, I had a screening call with a recruiter. Then, a one-to-one interview over lunch with a manager. Lastly, a four-round personal interview with two people from the employer side in each round. The process was a bit slow due to my own schedule
It was a great and short interview process, and it was very easy to finish the interviews. You can rely on the interviewers to guide you along the way, though what they are trying to gauge isn't clear.
Interview with a pleasant sourcer and then director of development before an onsite, all-day interview process with a mix of potential peers and developers. Of the companies I interviewed with, Cloudera was by far the best at both interviewing and s
First, I had a screening call with a recruiter. Then, a one-to-one interview over lunch with a manager. Lastly, a four-round personal interview with two people from the employer side in each round. The process was a bit slow due to my own schedule
It was a great and short interview process, and it was very easy to finish the interviews. You can rely on the interviewers to guide you along the way, though what they are trying to gauge isn't clear.
Interview with a pleasant sourcer and then director of development before an onsite, all-day interview process with a mix of potential peers and developers. Of the companies I interviewed with, Cloudera was by far the best at both interviewing and s