Rivian

Recruiters can be frustrating. They often ghost candidates and fail to provide follow-up. They may schedule interviews but then never communicate about those dates. This practice results in the loss of valuable talent. My suggestion is to recruit be

1. Phone interview with a member of recruiting. 2. First meeting with a Manager/Team Lead (Informational Breakfast/Lunch). 3. Power Day (8 hours long): * Company overview * Multiple group discussions * Lunch with 3 current employees

The interview process was brief and concise. It included: * One interview with a recruiter. * One interview with the hiring manager. * A 45-minute panel interview with engineers on the team. Discussions covered my resume and college experien