Candidatei-me online. O processo levou 2 semanas. Fiz uma entrevista na empresa 2U (New York, NY).
Entrevista
Applied for the job online. Received a reply immediately after from HR. Jumped on an HR screening call. Next steps was a screening call with a Hiring manager. was invited into the 2U office to meet the team in the form of a panel interview, Final interview was with the CTO.
Perguntas de entrevista [1]
Pergunta 1
Describe the Salesforce Object Model. (Based on a scenario given, will differ for each interviewee. Mine was NBA based)
Candidatei-me online. O processo levou 4 semanas. Fui entrevistado pela 2U (New York, NY) em fev. de 2016
Entrevista
I had five interviews (an HR phone screen, a phone interview with the manager of the group, then three on-site interviews with: a couple team members, the same manager from before, and an SVP). I thought they would make a final decision after these five interviews but HR told me I had made it to the next round - a 17-question configuration test - and after would maybe be another interview with a C-level person.
I completed the configuration test and HR promised me it would be checked by a certain date. It never was. Two weeks and two follow-ups from me later, HR finally responds saying I didn't get the job. It wasn't clear how they made their decision without checking my work or why they even invited me to do the test in the first place. Needless to say, it was a waste of my time.
For a place that has "a strict no-a**hole" hiring policy, they certainly didn't live up to it themselves.
Perguntas de entrevista [1]
Pergunta 1
The phone screen was generic questions based on the job post: how many years of experience, where I was located, work authorization, etc. The phone interview with the manager was a general chat. She spoke at length about her background and asked me what I liked and disliked about Salesforce.
For the first on-site interview, I met with two team members. It started off again as generic questions about my skills and experience. I noticed quickly how disengaged they both were and took the opportunity to find why. Their unhappiness stemmed from the changes the company was undergoing. Management was in the process of re-configuring the technology infrastructure and this meant that employees weren't doing the work they had originally signed up to do. In my interviews with the manager and the SVP, we spoke more about these changes, how to mitigate them and solicit buy-in as well as other things I could bring to the role.
As for the configuration test, it was divided into three parts: basic administrator (create a custom object and customize it with fields, a workflow, and a validation rule), basic developer (add an Apex trigger, a custom controller extension, and a Visualforce page), and advanced developer (setup email services and an external integration).
