Some groups (e.g., digital) are great at encouraging developers to try new things in their spare time (e.g., prototypes of new technologies). It's not an "enterprise-y" culture; i.e., we're free to use open source tools like MongoDB, Memcache, etc.
Some groups (e.g., corporate IT) are stuck in 1985.
It can be incredibly frustrating dealing with some "Application Specialist" whose primary job skill is restarting a Lotus Notes server.
Keep things digital-focused, but don't jump on any trendy bandwagons. You don't need Twitter accounts.
I spoke with an in-house recruiter for an initial phone screen that was not terribly in-depth. This was followed by a tech phone screen with the hiring manager that lasted about half an hour and touched on more detailed tech questions (e.g., HTTP pro
The interview consisted of a practical (open book) test where I was allowed to browse the internet to find examples, documentation, and/or solutions to the presented problem. This is key to remember, as what they are testing is primarily how you rese
The interview process is super easy (coding part at least), but the people who do the technical leads in the interview are bad at what they do, repeating questions in multiple rounds. No offer at the end of the day, and I would have rejected after t
I spoke with an in-house recruiter for an initial phone screen that was not terribly in-depth. This was followed by a tech phone screen with the hiring manager that lasted about half an hour and touched on more detailed tech questions (e.g., HTTP pro
The interview consisted of a practical (open book) test where I was allowed to browse the internet to find examples, documentation, and/or solutions to the presented problem. This is key to remember, as what they are testing is primarily how you rese
The interview process is super easy (coding part at least), but the people who do the technical leads in the interview are bad at what they do, repeating questions in multiple rounds. No offer at the end of the day, and I would have rejected after t