I would raise a few questions to think about:
Do you really believe that aggressive and offensive answers to negative reviews on Glassdoor are the right way to work with the negative feedback from ex-colleagues?
Is it an idea from a "culture expert" to create fake reviews to fix the culture, or one of the company's best practices nowadays?
Overall, a very straightforward process. The first round was an intro call with the recruiter, followed by the technical round. The tech round presented a real-use case: create an app using AI. It was a significant challenge to complete in 1.5 hour
Usual first screening rounds. Technical test with practical exercises similar to the product they develop, like pair programming, in an online IDE. Finally, there are culture fit interviews.
- Chat with the team leader about work organization and software best practices. - Live coding session with two software engineers, covering three questions: - Logic of a React application - CSS styling After the live coding, I was congratul
Overall, a very straightforward process. The first round was an intro call with the recruiter, followed by the technical round. The tech round presented a real-use case: create an app using AI. It was a significant challenge to complete in 1.5 hour
Usual first screening rounds. Technical test with practical exercises similar to the product they develop, like pair programming, in an online IDE. Finally, there are culture fit interviews.
- Chat with the team leader about work organization and software best practices. - Live coding session with two software engineers, covering three questions: - Logic of a React application - CSS styling After the live coding, I was congratul