Sad to See This Historically Great Company Torn Down
Sad to See This Historically Great Company Torn Down
Hewlett-Packard was a great place to work before Carly began the destruction.
They believed in promotion from within and in the value of their employees. Bonuses were a shared percentage and encouraged teamwork. You differentiated yourself by delivering value, which could lead to increased salary (and indirectly, bonuses).
A diverse company provided opportunities to move and learn new technologies and skills.
The management team is tearing apart this previously great company.
They are intentionally and systematically getting rid of long-term employees and replacing them with younger, cheaper, and low-cost offshore resources.
Mid- to high-level management is increasingly hired from outside the company because they are not grooming their current employees.
Find some of the golden nuggets from Bill and Dave's The HP Way and mold them into the new company. The first of which would be to groom your current employees and show an appropriate level of devotion to your long-term employees.
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Hewlett Packard Enterprise Interview Questions
Hewlett Packard Enterprise Interview Experiences
Software Development Manager
3-4 1-hour interview sessions with 2 people in each one. Questions ranged from behavioral to technical. Some probed on managing difficult people, coaching the team, and motivating them. How would my technical background help my team?
Software Development Manager
The process was fairly light on technical questions but focused on management experiences and project leadership. Specific questions with regard to employee issues and vision were also asked. There were three rounds of interviews with peers.
Software Engineer (Internship)
This was a two-part interview. The first part focused on the behavioral aspect with a person from that field. The behavioral review examined your resume and inquired about how you work in certain environments. They also briefly touched on some techni
Software Development Manager
Denver, Colorado, United StatesJuly 1, 20173-4 1-hour interview sessions with 2 people in each one. Questions ranged from behavioral to technical. Some probed on managing difficult people, coaching the team, and motivating them. How would my technical background help my team?
Software Development Manager
Houston, Texas, United StatesJanuary 1, 2015The process was fairly light on technical questions but focused on management experiences and project leadership. Specific questions with regard to employee issues and vision were also asked. There were three rounds of interviews with peers.
Software Engineer (Internship)
Roseville, California, United StatesMarch 1, 2023This was a two-part interview. The first part focused on the behavioral aspect with a person from that field. The behavioral review examined your resume and inquired about how you work in certain environments. They also briefly touched on some techni
