Solicité el puesto a través de un captador. El proceso duró 2 semanas. Acudí a una entrevista en Vevo (San Francisco, CA) en mar 2016
Entrevista
First, initial contact with in house recruiter, then screening phone call. Next was a technical screening with one of the engineers. Finally there was an on-site interview consisting of three one-hour technical challenges, lunch with the team, and three short (30 minute) discussions with the team's project manager, hiring manager, and CTO.
Preguntas de entrevista [1]
Pregunta 1
Come up with a design for a system to control of a bank of elevators for a large building.
Solicité el puesto a través de un captador. El proceso duró 2 semanas. Acudí a una entrevista en Vevo (Portland, OR) en abr 2016
Entrevista
1. Phone screen with recruiter, with some predetermined technical questions.
2. Phone screen with developer, with one programming challenge.
3. In-person interview with developers and CTO. No programming challenges. A few prepared questions, but mostly gauging personality and competence through discussion.
Generally casual, with a lot of room to discuss and ask questions. Very good personalities from everyone. Developer culture seemed really great.
Preguntas de entrevista [1]
Pregunta 1
What are some advantages (and pitfalls) with using a configuration management system like Puppet.
I had a phone interview with a manager who had some very lightweight questions.
He sent me (through a headhunter) a programming test with vague instructions. It took me very little time and the headhunter was thrilled, but the manager was unhappy and had to clarify the vague point and request changes. Those changes also took me very little time. Despite my good performance and correct solution to the problem, the manager conveyed through the headhunter an insulting response. I expect he felt intimidated by my quick turnover.
My suggestion to all candidates is, NEVER do programming tests as a condition to get an interview. Managers who have biases and agendas can abuse the situation.
