There is an effort to propel the company towards the new realities of the software industry and stay relevant.
Humane treatment of employees.
The direction for the execution of next-gen changes is not consistent.
At times, mediocrity creeps in when you fail to see the difference between substance and fluff. Hard and relevant questions to see through the fluff are the need of the hour.
The pay is lagging a bit behind well-funded startups. But, you won't be constantly firefighting like in startups.
There is potential in what we are doing.
Drive the vision and get everyone on board.
Strong opinions need to be loosely held. Instead, it seems like loose opinions are strongly held. That should change.
1st round: test. 2nd round: C++, Linux basics. Asked if I have any cloud or DevOps skills. A small program. 3rd round: managerial, which was again a C++ program and discussed about my projects in resume. Final round: HR round.
There were three rounds. The first was a coding assessment. If you clear it, the next two technical rounds should be 60 minutes long. They mainly focused on HTTP and networking.
The interview process typically includes multiple rounds, such as: * Resume screening * An initial HR call * Technical assessments * Coding or problem-solving tests * Final interviews focusing on technical and behavioral skills.
1st round: test. 2nd round: C++, Linux basics. Asked if I have any cloud or DevOps skills. A small program. 3rd round: managerial, which was again a C++ program and discussed about my projects in resume. Final round: HR round.
There were three rounds. The first was a coding assessment. If you clear it, the next two technical rounds should be 60 minutes long. They mainly focused on HTTP and networking.
The interview process typically includes multiple rounds, such as: * Resume screening * An initial HR call * Technical assessments * Coding or problem-solving tests * Final interviews focusing on technical and behavioral skills.