Interesting challenges providing technical support.
I worked 10 years full-time and 3 years as a contractor. There was no advancement based on merit. You had to 'kiss up' to get ahead, and the ones that got ahead were incompetent.
They preferred to hire management from the outside rather than promote deserving candidates. Take the money and then run.
Promote people who do the best work and provide the business solutions that are needed.
4-round process: Round 1: HR asked typical questions. Round 2: Hiring manager asked both technical, conceptual, and behavioral questions, plus simple coding questions. Round 3: System design and coding questions, like medium LeetCode. Round 4: Co
Two rounds. First was a technical screening with a few panelists and sort of a "quick-fire" approach. They asked technical questions related to the job I was applying for. The second interview was a meeting with management where they talked about t
Was reached out by an interviewer, and then had an interview with the Hiring Manager. It was a very pleasant interaction. It was followed by two technical rounds with a Technical Lead and Senior Developer, where scenario-based questions were asked a
4-round process: Round 1: HR asked typical questions. Round 2: Hiring manager asked both technical, conceptual, and behavioral questions, plus simple coding questions. Round 3: System design and coding questions, like medium LeetCode. Round 4: Co
Two rounds. First was a technical screening with a few panelists and sort of a "quick-fire" approach. They asked technical questions related to the job I was applying for. The second interview was a meeting with management where they talked about t
Was reached out by an interviewer, and then had an interview with the Hiring Manager. It was a very pleasant interaction. It was followed by two technical rounds with a Technical Lead and Senior Developer, where scenario-based questions were asked a