There's no standardization around compensation, level expectations, or interviews. Every group or team just does what they want, and they don't trust anyone else to be as discerning as they are.
The enormous size of the company means there are a lot of layers of crap to break through if you want to be a rising star.
Standardize and centralize interviewing.
Make rewards based on earning "points" or something throughout the year, instead of a manager setting that stupid slider once or twice a year.
It was about what I was expecting for the interview process. Microsoft scheduled five interview blocks at their campus, with the fifth being "as appropriate." Each interviewer was primarily interested in evaluating how I thought through the problem,
I spoke with the recruiter for about half an hour. We set the date for the first round of online interviews in a few weeks. The interview was for a position on the Azure Cloud Storage team. The interviewer asked a very tricky question from "Crackin
The process was very scatterbrained and poorly run. The group didn't have a clear leader, and their criteria for what they were looking for in an engineer shifted with every interviewer. The interview included a really awkward development test, sat
It was about what I was expecting for the interview process. Microsoft scheduled five interview blocks at their campus, with the fifth being "as appropriate." Each interviewer was primarily interested in evaluating how I thought through the problem,
I spoke with the recruiter for about half an hour. We set the date for the first round of online interviews in a few weeks. The interview was for a position on the Azure Cloud Storage team. The interviewer asked a very tricky question from "Crackin
The process was very scatterbrained and poorly run. The group didn't have a clear leader, and their criteria for what they were looking for in an engineer shifted with every interviewer. The interview included a really awkward development test, sat