Knowledgeable staff, well-kept facilities, strong customer focus, solid teams, vast network of people.
Militant HR, horrible cafeteria food, over-zealous security, and upper management's focus on short-term gain as opposed to harnessing local talent.
It's understandable that a public company keep its shareholders happy. At the same time, sending an axeman into divisions to lay off key talent for short-term gain and send the work overseas, where the product will have nowhere near the same yield, can only be damaging to the future of the company. In the short term, money will be saved. In the long term, the company suffers when time is lost fixing mistakes or silicon comes back with problems.
Good, easy tests your understanding in analog circuits, digital, and communication. Analog was asked mainly on dominant frequencies and all. In digital, they asked about gates etc. Time won't be sufficient, so you should know that.
A weird process where questions regarding birth core and software were asked. The interviewers were unhelpful; it's as if they tried to make you fail. It's a very biased and esoteric process. They set you up for failure.
It was for about 30-40 minutes and contained questions on LCR circuits and filters. The questions were of moderate level, but the company selects at most one candidate. The package offered by the company was 12 LPA.
Good, easy tests your understanding in analog circuits, digital, and communication. Analog was asked mainly on dominant frequencies and all. In digital, they asked about gates etc. Time won't be sufficient, so you should know that.
A weird process where questions regarding birth core and software were asked. The interviewers were unhelpful; it's as if they tried to make you fail. It's a very biased and esoteric process. They set you up for failure.
It was for about 30-40 minutes and contained questions on LCR circuits and filters. The questions were of moderate level, but the company selects at most one candidate. The package offered by the company was 12 LPA.