A traditional recruiter contacted me after seeing my resume online. I don't recall the specific order, but the interview process included the following steps:

• A phone screen (as expected)
• A coding/skills test
• A single face-to-face interview involving a series of people
• A discussion with the VP of Services

The code test was a problem emailed to me, and then the entire solution was emailed back. I seem to recall the problem being language-agnostic, but their software is in Java, so I would expect a "winning" solution would be written in Java.

There was very little "hoop jumping" involved, to their credit. Each step felt like it served a purpose and was well thought out.

It was challenging to get a firm handle on the exact kind of work their services arm performed on a day-to-day basis, but that could have been my inexperience not leading me to ask the right questions.

The "hiring" process extends past the welcome letter with Guidewire. A successful new employee is flown out to San Mateo and then is expected to pass a two-week "certification" process on their platform. If a candidate is not able to demonstrate competency after that time, the employment relationship is severed.

This is not just talk; there have been multiple people who made it past the interview process but were then dismissed afterward. This indicates the interview process needs to be tightened up, but also demonstrates the commitment Guidewire has to only employing competent workers (by and large).

How would you paginate an extremely large dataset in the app server?