Good hardware. Innovative software features.
Poor marketing. Bad middle management. Ineffective software QA. Time-consuming TAC process. They want to be a Fortune 100 partner, but they aren't mature enough to be there. The company has no internal directory, so it's difficult to find contacts. They do this to "protect" their employees from poachers; I guess the CEO hasn't heard of LinkedIn.
Don't set up new employees with existing customer bad architecture problems and expect them to guide the problem to a solution when former seasoned employees couldn't get the job done themselves. That's known as a setup.
Simple online interview. They ask who you are and what your past experience was like, and then they had me do some simple coding questions. There wasn't anything too crazy.
Coding length: 90 min. Around 10 questions: * 2 in SQL query. * One in C# basically on variable declaration order. * Another coding is an algorithm on a linked list in C#.
The HR representative initially contacted me by phone and explained the interview process. I was then given four coding questions, which were similar to a HackerRank-based test but slightly modified. Unfortunately, I didn’t pass that stage, so I don’
Simple online interview. They ask who you are and what your past experience was like, and then they had me do some simple coding questions. There wasn't anything too crazy.
Coding length: 90 min. Around 10 questions: * 2 in SQL query. * One in C# basically on variable declaration order. * Another coding is an algorithm on a linked list in C#.
The HR representative initially contacted me by phone and explained the interview process. I was then given four coding questions, which were similar to a HackerRank-based test but slightly modified. Unfortunately, I didn’t pass that stage, so I don’