My co workers were great.
Brain drain.
The old-timers are permanent fixtures, but the bright new folks tend to move on regularly.
Many of the old PPS team members are burned out and very aware of their product's cash cow status. PPS generates a lot of revenue, so spread some love on the team. Give them a chance for mobility, which means back-filling their positions with new blood.
1. Call from recruiter 2. Zoom interview (technical) with developer 3. Call with hiring manager 4. OnSiteIn the OnSite I got to meet with different developers/qa/managers. 45min each round 5 rounds. People were very nice, and manager seemed also very
Applied for a new grad position. First talked with an engineering leader who liked me and liked what I had to say, so I moved on to the next round, which was a take home programming question, and then they expand upon that in the form of phone call.
The interview consists of 3 rounds: 1) Unofficial call from an HR, mostly about your availability and your previous working experience. 2) A scheduled call from a manager about your experience, projects, and some simple technical questions. 3) A s
1. Call from recruiter 2. Zoom interview (technical) with developer 3. Call with hiring manager 4. OnSiteIn the OnSite I got to meet with different developers/qa/managers. 45min each round 5 rounds. People were very nice, and manager seemed also very
Applied for a new grad position. First talked with an engineering leader who liked me and liked what I had to say, so I moved on to the next round, which was a take home programming question, and then they expand upon that in the form of phone call.
The interview consists of 3 rounds: 1) Unofficial call from an HR, mostly about your availability and your previous working experience. 2) A scheduled call from a manager about your experience, projects, and some simple technical questions. 3) A s