It's an excellent environment for both work and advancing your technical knowledge
It's an excellent environment for both work and advancing your technical knowledge
Access to a plethora of learning resources, such as free courses on Udemy and an IBM-customized Coursera dashboard, in-house learning content by IBM field experts, and over 15 knowledge sources, makes it a paradise for technology enthusiasts. Coupled with work flexibility, the opportunities for learning are virtually limitless.
For newcomers, the assignment of projects and technologies appears to be done randomly (a common occurrence, it seems).
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Applications Developer
The interview process was easy. It consisted of an aptitude test, an interview, and a group discussion. The interview questions were very easy, lasting only about 30 minutes. During the group discussion, everyone was given a chance to speak. The essa
Applications Developer
It consisted of a technical interview. The interviewer was friendly and asked me to write a few codes for making patterns. They also asked about my hobbies. I had to wait till the end.
Applications Developer
I had three levels in the interview process. The first was an aptitude test where we were given questions, and candidates were selected on the basis of a cut-off percentage. The second was a technical interview where they checked technical skills.
Applications Developer
Bengaluru, Karnataka, IndiaSeptember 1, 2013The interview process was easy. It consisted of an aptitude test, an interview, and a group discussion. The interview questions were very easy, lasting only about 30 minutes. During the group discussion, everyone was given a chance to speak. The essa
Applications Developer
Bengaluru, Karnataka, IndiaFebruary 1, 2015It consisted of a technical interview. The interviewer was friendly and asked me to write a few codes for making patterns. They also asked about my hobbies. I had to wait till the end.
Applications Developer
Bengaluru, Karnataka, IndiaJanuary 1, 2012I had three levels in the interview process. The first was an aptitude test where we were given questions, and candidates were selected on the basis of a cut-off percentage. The second was a technical interview where they checked technical skills.
