• Internal recruiter didn’t accurately list the people I would interview with (titles were wrong) • No one I spoke to could describe the role accurately • Technical portion of the interview was unrelated to the responsibilities that were described • There are internal organizational issues that were brought up during the interview process that were dismissed by the interviewers • I knew more than the people interviewing me for a senior role (never a good sign) • Interviewers asked questions that had nothing to do with the role or company While none of this is unique to Favor, as someone that has worked with many organizations over the years, these are clear systemic issues that result in a bad work environment. Favor doesn't present enough of a compelling opportunity to overlook these issues, and there's plenty of other orgs that don't present these same issues you can apply to.
Perguntas de entrevista [1]
Pergunta 1
Technical questions (system design / coding challenge) that anyone who spends 5min on Google/Leetcode could answer.
Had a cursory conversation with a recruiter. I thought my expertise is a good match for the role, but the recruiter did not deem me worthy of a follow-on screener with the hiring manager.
The rejection email lectured me on how a core value of Favor is "Keep Running" and how I should apply that principle to my career search. This little life lesson maybe didn't need to be said... especially considering I'm a disabled vet.
Perguntas de entrevista [1]
Pergunta 1
Briefly describe big things I've done refactoring back end systems. Discuss mentoring junior engineers.
Candidatei-me online. O processo levou 3 semanas. Fui entrevistado pela Favor em set. de 2022
Entrevista
1.
Applied online
2.
Talent acquisition reaches out to setup phone screen, phone screen goes well, talent acquisition sets up interview round 1
3.
Interview round 1:
roundtable discussion with 2 other engineers
round 1 goes extremely well, talent acquisition reaches out via phone call to tell me that they're hearing good things and that they'll reach out soon with next steps
4.
Talent acquisition reaches out to tell me I've been selected for the next and final round: virtual onsite
5.
Virtual onsite:
1hr meeting with project manager: general culture fit questions - goes well
1hr coding/system design challenge with 2 engineers: extremely open ended (so that they can reject you for any reason) - i thought it went well, but it was so open ended that there's no way to know
1hr meeting with hiring manager: a few culture fit questions and then random, rapid-fire full-stack trivia questions which felt like they were just trying to catch me giving a wrong answer so that they could justify their initial impressions
6.
Talent acquisition reaches out a week later to inform me that they didn't feel I had the requisite experience
Talent acquisition was awesome and round 1 was very fun, but overall this was a waste of time considering the only opinion that appears to hold weight is that of the hiring manager
If they felt I didn't have the experience they could have easily decided that after looking at my resume instead of wasting my time, but I'm aware it does them no good to tell the truth
