IBM always considers a customer-first approach. They bring in innovation based on future requirements. I love being part of this company. Arvind is bringing insights that are keeping a lot of individuals from all levels in making sure they are part of the success. His vision and direction are really helping the company of such a large capacity operate better and cope with changing conditions globally. That is why Arvind is considered one of the top CEOs in the world of IT.
They realized the importance of working on research, working with universities where new talent is getting to know of the IT industry where IBM's focus is. They need to align with more and more universities, government, and large enterprises, and also look at handheld devices and their power. They should become the talk of the world by reaching more and more customers, working on solutions from elementary school level to enterprises.
The company is large and public. Few strategies, decisions, and outcomes may take time to align with reality and yield results.
For such a big company, it is better to really take some time, look at the outcomes, identify/uncover the challenges with these changes, and align with the new strategy. Consideration of customer impacts may help them better.
HR sourcing by phone On-site HR interview Technical interview by phone with an architect (who clearly indicated a very high level without me seeing any evidence of it during the interview) Then no more feedback... disappearance of the IBM teams!!!
3-step interview process: * Telephone screening with HR. * Technical screening call with a few techies. * Onsite interview workshop (half-day) consisting of a case study presentation, executive interview, and tech interview.
I was contacted by the company after sending my resume. The recruiter informed me about the apprenticeship program that will take place within the company. Subsequently, I was contacted again for an online interview, during which I was asked about my
HR sourcing by phone On-site HR interview Technical interview by phone with an architect (who clearly indicated a very high level without me seeing any evidence of it during the interview) Then no more feedback... disappearance of the IBM teams!!!
3-step interview process: * Telephone screening with HR. * Technical screening call with a few techies. * Onsite interview workshop (half-day) consisting of a case study presentation, executive interview, and tech interview.
I was contacted by the company after sending my resume. The recruiter informed me about the apprenticeship program that will take place within the company. Subsequently, I was contacted again for an online interview, during which I was asked about my