Had great technology with excellent customer care, and a phenomenal culture under John McAdam.
Was late transitioning to cloud services. Lost momentum for a couple of years with a short-lived CEO who resigned in disgrace.
Re-assign software engineers to new initiatives instead of laying them off. Address Director-level managers who aren't qualified for the positions they hold and don't understand, let alone keep pace with, technology and market changes.
The initial process included a phone screen. Questions were asked on awareness of F5 and what products they develop. Some questions were relevant to management/leadership aspects, such as, "What is your leadership style?" This also included questions
Three-step elaborate skills: opportunity to work in a dynamic and collaborative environment. Had two phone screenings. **Application and Resume Screening:** The process often begins with submitting an application and resume online. Recruiters or hi
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.
The initial process included a phone screen. Questions were asked on awareness of F5 and what products they develop. Some questions were relevant to management/leadership aspects, such as, "What is your leadership style?" This also included questions
Three-step elaborate skills: opportunity to work in a dynamic and collaborative environment. Had two phone screenings. **Application and Resume Screening:** The process often begins with submitting an application and resume online. Recruiters or hi
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.