The company pays well, and there are good people working there. The perks are also pretty nice.
It's very performance-focused, with few practical tools to measure performance objectively. So, in my opinion, performance is often not judged fairly, including when it comes to promotion.
Since the company has changed its focus to efficiency (reducing spending), they are trying to double down on this inefficient performance process. My feeling is that this is turning the environment toxic. At the managerial position, this is most evident.
1. HR screening - the normal thing. 2.a. Peer review - management and leadership questions. 2.b. Technical system design. 3. Three more steps I didn't get to, constructed of more leadership and technical screening.
The whole process was a bit long, but the overall experience was good. Everyone seemed very prepared and managed to delve deeply into the situations I brought up for discussion. The recruitment team gave me quick responses after each stage.
HR contacted me and had an initial discussion on what I am currently doing and what the role expectations are at Uber. They also discussed the team that is looking for candidates. HR then scheduled the interview quite quickly, only a couple of weeks
1. HR screening - the normal thing. 2.a. Peer review - management and leadership questions. 2.b. Technical system design. 3. Three more steps I didn't get to, constructed of more leadership and technical screening.
The whole process was a bit long, but the overall experience was good. Everyone seemed very prepared and managed to delve deeply into the situations I brought up for discussion. The recruitment team gave me quick responses after each stage.
HR contacted me and had an initial discussion on what I am currently doing and what the role expectations are at Uber. They also discussed the team that is looking for candidates. HR then scheduled the interview quite quickly, only a couple of weeks