High-impact, meaningful, interesting work. Engineers are all here for it and typically very helpful when approached with empathy.
High impact can often correlate with high stress. Product culture hasn't caught on that we have many valuable core products that need refining/attention. They would rather build entirely new things.
The interview process included multiple stages: * Meeting the Hiring Manager * A phone screen with the Lead Recruiter * Two team panel interviews * A technical interview and challenge * A soft-skills interview Overall, the interviews were
The first step was a recruiter screen, and the second was an interview with the hiring manager. Both were very straightforward with no red flags. Unfortunately, after the hiring manager screen, I never heard from anyone. To ghost someone after a fo
I had one call with the Director of Engineering. It lasted for 30 minutes. Everything seemed fine during the call. After this, there was no feedback for about a week or two. I wrote to them to receive some feedback, and they told me they had decided
The interview process included multiple stages: * Meeting the Hiring Manager * A phone screen with the Lead Recruiter * Two team panel interviews * A technical interview and challenge * A soft-skills interview Overall, the interviews were
The first step was a recruiter screen, and the second was an interview with the hiring manager. Both were very straightforward with no red flags. Unfortunately, after the hiring manager screen, I never heard from anyone. To ghost someone after a fo
I had one call with the Director of Engineering. It lasted for 30 minutes. Everything seemed fine during the call. After this, there was no feedback for about a week or two. I wrote to them to receive some feedback, and they told me they had decided