Lots of smart people to learn from.
NVDA used to be notorious for its stringent recruiting and interview process. During the last depression, 5 or 6 years ago, there was a lot of unemployed engineers in the Bay Area, and employers could afford to be picky. NVDA was taking full advantage of that.
These days, unfortunately, the bar is slipping lower. Still, the bulk of the cadre hired in the last 6 years (and that's 90% of the company) is a very smart gang. To stay level with their colleagues, one has to actively work on maintaining a high level of competence.
It can get pretty stressful at times.
To think more about retaining the top-notch engineering force.
And everyone hates the new cubicles.
The first process is talking to the manager. He will talk to you about the position and what the group does. Then, ask what experience you have that is common.
One phone screening and one day-long onsite interview. For the phone interview, it consisted of simple programming and machine learning questions. For the onsite, there were around 6 interviews, each 30 minutes long.
Very fast-track due to high interest in my skills and experience. I received a phone call the next day, and the screen went well. Interviews were set up very quickly, and some interviewers were amazed at how fast it happened.
The first process is talking to the manager. He will talk to you about the position and what the group does. Then, ask what experience you have that is common.
One phone screening and one day-long onsite interview. For the phone interview, it consisted of simple programming and machine learning questions. For the onsite, there were around 6 interviews, each 30 minutes long.
Very fast-track due to high interest in my skills and experience. I received a phone call the next day, and the screen went well. Interviews were set up very quickly, and some interviewers were amazed at how fast it happened.