The first round was a screening round. Three more rounds were scheduled over two days after clearing the screening.

It was mentioned that the first round focused on AUTOSAR and functional safety, the second on C programming, and the third on soft skills. However, the interviewers did not adhere to this structure. All interviewers asked questions across all topics.

In the final round, instead of soft skills, I was asked about some OS concepts. I had mentioned that I had worked on OS topics in AUTOSAR for a few months and possessed a vast area of expertise beyond OS. The interviewer, however, had only worked on OS for over a decade and expected me to have gone through stack implementation and checked code down to the register level. This expectation was unrealistic for someone with only a few months of experience compared to his extensive background.

Furthermore, the interviewer was arrogant and did not allow me to explain anything. This arrogance seemed to stem from his position at NVIDIA, which was unexpected. It is disappointing to witness such behavior at a company like NVIDIA.

I believe he did not select me due to his ego and arrogance.

I attended four technical rounds and received no response from HR afterward. It is disheartening that HR personnel lack the basic courtesy to inform candidates of their selection status, even in a large company.

One certainty is that they look for strong fundamentals and ask basic questions.

1. Where is memory allocated for local const, global const, local static const, and global static const?

2. Write a derived data type to access one register byte or each bit in that register separately.