Good Balance, Confused Leadership
Good Balance, Confused Leadership
Less meetings. Work-life balance. Decent benefits.
Very confused leadership. Not open to change for good. Leadership direction is poor. They are not clear on how to form a team and set expectations. Always pushes to move jobs outside the US in order to save money. No clear roadmap for the team. Zero focus on employee development and growth. Quarterly connects are just a checkbox item.
Please be clear on the expectations before forming a team. Hiring and firing is not a joke; families are impacted by it.
Stop looking for individuals who can deliver more for the lowest possible salary in the market. This compromises the quality of work.
Be open to changes. When you hire folks from outside EG, they are bound to come with new ideas. Be open to listening to them and adopting changes that are good.
Treat people with respect. Stop trash talk and making fun of employees if they move to different organizations for their own future growth.
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Expedia Group Interview Questions
Expedia Group Interview Experiences
Software Engineer
Overall, it was a good experience. It took almost two weeks from the first round to the offer and negotiation. The process included a standard four to five rounds: * Three problem-solving rounds * One design round * One recruiter round
Associate Software Engineer
The phone screening was standard, followed by an in-person technical interview. It was about an hour long and also standard: talk about yourself, whiteboard some problems, and ask any questions. From the start, the interviewer was clearly enthusiast
Software Developer
The process starts with a recruiter phone screen. Next, there is a 30-60 minute technical phone screen. Finally, there is a full-day onsite technical and behavioral interview, which includes approximately five 1-hour loops with different team membe
Software Engineer
Seattle, Washington, United StatesJuly 1, 2022Overall, it was a good experience. It took almost two weeks from the first round to the offer and negotiation. The process included a standard four to five rounds: * Three problem-solving rounds * One design round * One recruiter round
Associate Software Engineer
Seattle, Washington, United StatesAugust 1, 2015The phone screening was standard, followed by an in-person technical interview. It was about an hour long and also standard: talk about yourself, whiteboard some problems, and ask any questions. From the start, the interviewer was clearly enthusiast
Software Developer
Seattle, Washington, United StatesMarch 1, 2017The process starts with a recruiter phone screen. Next, there is a 30-60 minute technical phone screen. Finally, there is a full-day onsite technical and behavioral interview, which includes approximately five 1-hour loops with different team membe
