Incapable senior leadership.
Stressful work in general. Work-life balance is a luxury, at least for some.
Limited resources for what the team is trying to achieve.
Lack of long-term commitment in hardware development, facility planning, and talent retention.
Layoffs hurt morale badly, and the damage may take years to heal. But it happened twice, in 2020 and 2022. The recent layoff in Nov 2022 makes me wonder if the leadership team has truly learned the lesson from 2020. If you cannot commit to taking care of the employees, please remove "Take care of each other" from the Lyft culture, because you wouldn't deserve it.
The recruiter contacted me through LinkedIn and set up the interview. It was a very quick process. They informed me about the results the next day. The interviewer was very nice and professional.
HR asked me to come to the office for a phone interview. I met with the architect and talked about my background. He told me he had spent five minutes before the meeting and thought I was not a fit.
The interview process was very smooth. I was set up with a phone call, sent a link to an online code editor, and they asked me a few background questions before we got to the coding portion. The interview lasted about an hour.
The recruiter contacted me through LinkedIn and set up the interview. It was a very quick process. They informed me about the results the next day. The interviewer was very nice and professional.
HR asked me to come to the office for a phone interview. I met with the architect and talked about my background. He told me he had spent five minutes before the meeting and thought I was not a fit.
The interview process was very smooth. I was set up with a phone call, sent a link to an online code editor, and they asked me a few background questions before we got to the coding portion. The interview lasted about an hour.