Candidatei-me online. O processo levou 4 semanas. Fui entrevistado pela Adobe (Chicago, IL) em jan. de 2025
Entrevista
The interview process was rigorous but very exciting and rewarding. You'll start with a standard phone screening done with a recruiter. From there, there is an interview with the hiring manager. If all goes well, you'll move on to the final interview which includes a role-play challenge and a face-to-face interview with the hiring manager and another peer in the organization. Should everything go well there, you should receive an offer from the recruiter.
Perguntas de entrevista [1]
Pergunta 1
Describe what 'grit' means to you and how you apply it in your everyday life.
Fiz uma entrevista na empresa Adobe (San Jose, CA).
Entrevista
Standard 3 rounds.
1st - Standard recruiter interview
2nd - Hiring manager, behavioral questions
3rd - Final panel interview where you do a mock call in the beginning. They give you feedback and then ask you questions (Everyone stays one).
Recruiter, two Hiring Manager, Case study with example company with 3 hiring managers. Interviews were based on STAR method. However intransparent feedback on the negative outcome. Last case interview was chaotic
Candidatei-me online. Fui entrevistado pela Adobe (Londres, Inglaterra) em dez. de 2025
Entrevista
This was a placement position assessment centre. They called about 15 candidates to attend the AC. This lasted from 09:00 - 16:00. We started with a 2 minute pitch on ourselves in front of a couple execs. The day was bridged with team building exercises, presentations and a display of our technical skills. At the end of the day, we had to perform a 20 minute sales pitch to a prospective client - they marked us on our ability to listen to the customer, ask follow up questions, introduce ourselves appropriately, adapt the BANT framework to the customer and showcase a good understanding of the company and the service were trying to sell. Also make sure to prepare this with another person as there really isn’t an alternative method.
