Strong technology implementation, a good product portfolio, and a good future for the organization.
Unrealistic deadlines coming from the top down, who are clueless about the projects/programs, put enormous pressure on the people who are actually delivering the stuff.
Treat your employees at the ground level with respect by hearing them and their concerns, and lead by example. Randy and other executives should lead by example. You are part of IT; why don't you write a program or architect a solution? We need leaders who grew technically rather than coming from some gloated legacy organizations like Walmart, Dell, and HP.
First was an HR screening, and then a technical screening/interview. If I pass this one, then there will be more rounds, maybe around 3-4 look interviews, but I'm not sure.
I just got the screen call. All questions were kind of standard. There were some technical questions asked. The recruiter just took notes. I didn't end up with an offer, but the whole communication was going pretty well.
It is all behavioral questions. The one who interviewed me was an engineer, so they understood a lot of the references that I brought up. Overall, the interview was very laid back.
First was an HR screening, and then a technical screening/interview. If I pass this one, then there will be more rounds, maybe around 3-4 look interviews, but I'm not sure.
I just got the screen call. All questions were kind of standard. There were some technical questions asked. The recruiter just took notes. I didn't end up with an offer, but the whole communication was going pretty well.
It is all behavioral questions. The one who interviewed me was an engineer, so they understood a lot of the references that I brought up. Overall, the interview was very laid back.