Great people and great processes.
Upper management wants to turn the place upside down and has made significant changes to the way things were. Lots of good people were let go, and higher workloads for the few.
We need a balanced approach, and you need to let people know what to expect. Laying off people unexpectedly seems very un-Ford-like. It seems like a GM thing to do.
Got a request for a phone screen. The call was with the hiring manager. It lasted for 45 minutes. They used STAR methodology questions. They patiently listened to my answers and gave on-the-spot feedback for each.
Three interviewers: your manager, technical specialist, and a colleague. They are nice and friendly and want to know about your relative projects. Introduce yourself and prepare for five behavioral and technical questions that may be important for
It took 3 months to call for an interview, and it's been almost 4 months since with no answer, even for a rejection. Surprisingly, the interview lasted for 15 minutes, and no question was asked that evaluated me.
Got a request for a phone screen. The call was with the hiring manager. It lasted for 45 minutes. They used STAR methodology questions. They patiently listened to my answers and gave on-the-spot feedback for each.
Three interviewers: your manager, technical specialist, and a colleague. They are nice and friendly and want to know about your relative projects. Introduce yourself and prepare for five behavioral and technical questions that may be important for
It took 3 months to call for an interview, and it's been almost 4 months since with no answer, even for a rejection. Surprisingly, the interview lasted for 15 minutes, and no question was asked that evaluated me.