The product and the people are why I joined. As a Staff SDET, the technical challenges are phenomenal—we’re defining the SSE market and tackling huge problems in network security and distributed systems daily. My QE and engineering teammates are seriously smart, low-ego, and highly collaborative, which made onboarding seamless. The compensation, particularly the equity, is competitive and reflects the company’s strong market leadership.
The high-growth environment is a pressure cooker, and the pace is often brutal. Feature velocity constantly overrides long-term stability, meaning we frequently jump into reactive fire-fighting and customer triage to fix core component reliability issues right out of the gate.
This technical struggle is exacerbated by fragmented and clunky internal administrative tools and QE infrastructure. Managing this technical debt and continuous delivery requires consistently long hours, making work-life balance a struggle.
You have a world-class product and amazing people. Now, please prioritize stability and tooling maturity for a few quarters.
Dedicate clear, non-negotiable engineering capacity to pay down technical debt and improve core QE infrastructure post-release. This is crucial for reducing reactive work, preventing QE burnout, and ensuring long-term product reputation.
The interview process had the following steps: * Recruiter screening. * A one-hour online coding interview via Zoom. * A virtual onsite that consisted of six technical interviews: * One with a developer. * Two with individuals with
Don't waste your time with this company. They just reject you, even though you did well in interviews. There were a total of 2 rounds: * Two coding rounds, one on Python and an automation framework. * One hiring manager round. The manager made fun
I received a call from CareerNet consultancy and was briefed about the opportunity. Round 1 (Telephonic): This was very basic, as if they were asking easily searchable questions. Round 2 (F2F): Again, the same simple, easily searchable questions on
The interview process had the following steps: * Recruiter screening. * A one-hour online coding interview via Zoom. * A virtual onsite that consisted of six technical interviews: * One with a developer. * Two with individuals with
Don't waste your time with this company. They just reject you, even though you did well in interviews. There were a total of 2 rounds: * Two coding rounds, one on Python and an automation framework. * One hiring manager round. The manager made fun
I received a call from CareerNet consultancy and was briefed about the opportunity. Round 1 (Telephonic): This was very basic, as if they were asking easily searchable questions. Round 2 (F2F): Again, the same simple, easily searchable questions on