Lack of opportunities according to your skill-set
Lack of opportunities according to your skill-set
Clearing an interview is easy.
Nothing much.
If you are lucky enough, you get a project according to your skill set.
Everybody there in IBM plays poor politics.
You don't get projects according to your need or skill-set; instead, you are forced to work on other technologies, mostly old/outdated versions.
No clear guidance on policies.
Be kind to employees. Make better utilization of employees.
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IBM Interview Questions
IBM Interview Experiences
Applications Developer
I applied online and was contacted by HR the next day to schedule an interview. You need to wait outside the building until an HR representative comes out to escort you inside. I tried reaching HR multiple times by phone but was unsuccessful for almo
Applications Developer
It was a pool drive, so I got a call for an interview. After waiting 2 hours, the technical interviewer only asked questions on multithreading. There were also a few questions on string concepts and collections.
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, IndiaJune 1, 2018I applied online and was contacted by HR the next day to schedule an interview. You need to wait outside the building until an HR representative comes out to escort you inside. I tried reaching HR multiple times by phone but was unsuccessful for almo
Applications Developer
Bengaluru, Karnataka, IndiaSeptember 1, 2014It was a pool drive, so I got a call for an interview. After waiting 2 hours, the technical interviewer only asked questions on multithreading. There were also a few questions on string concepts and collections.
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.
