Middle-of-the-road benefits; they seem not to fire incompetent employees.
No raises. Upper management likes to make changes in infrastructure regardless of technical difficulties. A push toward "dev ops" while developers have no authority over infrastructure, but are still responsible when things go wrong.
For OA, fire Mark Dickerson. I'm not sure how he got to the level he is at, but he is clearly out of his league and needs to be removed before he does further harm to the organization.
The interview process was very straightforward. I was invited to an onsite interview where, first, a manager asked me about my basic experience. Next, two engineers interviewed me about technical questions.
4 rounds: initial screening, technical questions, live coding questions, puzzles, 25 horses question. The first round was with the recruiter. She asked some questions, and then she sent me a skill matrix format and my availability for the interview.
Biased interviews by incompetent interviewers. No detailed feedback, simply wasting time. Even if you answer all questions correctly and solve all coding tasks, the results will still be oriented by things irrelevant to your expertise and knowledge.
The interview process was very straightforward. I was invited to an onsite interview where, first, a manager asked me about my basic experience. Next, two engineers interviewed me about technical questions.
4 rounds: initial screening, technical questions, live coding questions, puzzles, 25 horses question. The first round was with the recruiter. She asked some questions, and then she sent me a skill matrix format and my availability for the interview.
Biased interviews by incompetent interviewers. No detailed feedback, simply wasting time. Even if you answer all questions correctly and solve all coding tasks, the results will still be oriented by things irrelevant to your expertise and knowledge.