Zendesk

Since the start, Zendesk was a great company, offering a two-week onboarding process, top equipment, and a budget to build my home office. The manager contacted me even before my starting date, explaining what the team does and the technologies used. Also, the senior engineers booked sections to get me up to speed.

A "Buddy" was assigned to me, and he was great in every aspect, from setting up my local environment to helping me plan my first activities.

The line of management was open to chat, and I had contact with directors. It was a very good experience for absorbing knowledge and understanding the mindset expected for the teams.

After getting up to speed, I was given freedom to plan the next steps of implementation, create tickets, modify code, review other engineers' code, access the deployment platform, and contribute as a regular part of the team.

The reason I removed two stars is because of my frustration about the intern hiring process being based not on merit, but luck.

Even with great periodic reviews due to my behavior and performance (according to superiors), good visibility in the broad group, and contributing to each event, at the end of my internship I was informed that no intern would be hired.

The next day I was informed that an intern had been hired. The explanation was that the team I joined had 7 engineers, and the hired intern joined a team with only 4 engineers.

I recommend an objective way to monitor the production/development of interns.

For engineers, for example:

• Tickets done on JIRA or impact on internal products.

When the award methodology is not objective, cannot be measured by numbers or proven impact, it negatively affects everyone's morale (interns, managers, and teammates).

Keep in mind that interns usually abandon other opportunities to go to the company where they judge being the best company.