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.
The interview process started with a call from HR. HR called on my mobile for the screening without any heads-up. The second step was a coding assessment. They sent a zip file through email, which contained an instruction file and the questions. It w
They already know if they want to hire you or not. If they decided to give you an interview, usually they want to hire you, unless you give them a reason not to.
I sent my application online and got an email asking for my transcript. After providing the transcript, I got an email setting up an interview. The process took about 2.5 hours, with 1.5 hours for the exam and then meeting with the team leader.
The interview process started with a call from HR. HR called on my mobile for the screening without any heads-up. The second step was a coding assessment. They sent a zip file through email, which contained an instruction file and the questions. It w
They already know if they want to hire you or not. If they decided to give you an interview, usually they want to hire you, unless you give them a reason not to.
I sent my application online and got an email asking for my transcript. After providing the transcript, I got an email setting up an interview. The process took about 2.5 hours, with 1.5 hours for the exam and then meeting with the team leader.