Envié una solicitud electrónica. El proceso duró 3 meses. Acudí a una entrevista en Garmin (Olathe, KS) en may 2010
Entrevista
Initial phone interview took 1 hour. The recuiter asked all of the "hard" interview questions. Once I was done with the phone interview I didn't think they would call me back. About three weeks later they wanted to bring me in for an in person interview. It lasted 2.5 hours. First 30 minutes was with the recuiter again...this time the questions weren't so tough. Next hour was with employees that I would manage and the last hour was with the director. Employee's and director had "normal" interview questions. One common them with ALL of the interviews was about "innovation"...what have you done that is innovative, how would you help your team to be more innovative, etc. One last item....I applied for the job in January....got the phone interview in March....had the in person interview in May. This is the slowest process I've ever seen!
Envié una solicitud electrónica. Acudí a una entrevista en Garmin (Salem, OR) en sept 2023
Entrevista
Phone screen, fairly straightforward questions about leadership style, background, etc. After I said the hybrid schedule would be fine, the recruiter volunteered that some "naysayers" just wouldn't accept hybrid work, and Garmin isn't the place for them, which struck me as a fairly negative way to speak of one's coworkers to an applicant.
Preguntas de entrevista [1]
Pregunta 1
Toward the end of the conversation, the recruiter pressed for salary expectations, but refused to divulge a pay range for the position. Reasons given were that "most people will only accept the top of the range once you tell them what it is" and "it's really an equity concern." Clearly, pay equity is served by transparency, hence the growing legislation in multiple states to require employers to disclose pay ranges. Further, if a recruiter is screening for a management position, why would they not expect their applicants to know all this?
