In the last couple of years, Target's IT department has completely transformed. Roles have changed, tools have changed, many new faces are here, and our new CIO actually understands technology and isn't afraid to make decisions. Compared to the previous 5+ years, the last two have been a complete turnaround for the better. Target's IT department is turning back into a place where real engineers are respected and rewarded, and it's starting to show in some of the products and services we have been delivering.
Since the IT organization was recently transformed, many people in all positions still "don't get it" or aren't fully bought into the new way of working. However, I have full trust in our new CIO to steer us on the right path going forward.
Get rid of as much legacy dead weight as soon as possible and continue to strive towards a DevOps and Agile culture.
The first contact over the phone with the recruiter was no problem. The second phone technical screen was with a lead engineer who seemed to have no clue what to ask. Then, he started asking questions about my experience. He asked a couple of techn
The interview process included: * Case study * Two technical rounds * Director round The case study presented an NP-hard problem, essentially a REST wrapper over a cab routing algorithm. The interviewer seemed unable to grasp graph-based appr
The interview process was poorly managed. The HR team was unsure which team they were conducting interviews for. You need to learn the basic skill of respecting a candidate's time. The interview started with a phone screen where questions were ask
The first contact over the phone with the recruiter was no problem. The second phone technical screen was with a lead engineer who seemed to have no clue what to ask. Then, he started asking questions about my experience. He asked a couple of techn
The interview process included: * Case study * Two technical rounds * Director round The case study presented an NP-hard problem, essentially a REST wrapper over a cab routing algorithm. The interviewer seemed unable to grasp graph-based appr
The interview process was poorly managed. The HR team was unsure which team they were conducting interviews for. You need to learn the basic skill of respecting a candidate's time. The interview started with a phone screen where questions were ask