Perguntas de entrevista da empresa InsynQ

The hiring process consisted of: - Online application - Phone call to discuss resume - Online coding assessment - Behavioral interview over the phone - Onsite interview consisting of four 30-minute interviews, mostly one-on-one. - Followup phone interview to answer questions there weren't time for in the onsite - Online career history form. This asks for all school and job history from high school to now, including compensation and manager's names. They use this data to generate questions for the next step. - Topgrading interview (look this up) with CEO and hiring manager. - You arrange reference calls between company and all your previous managers. (Weird, right?) The whole process seemed poorly organized. The job posting listed a number of technologies not in use at the company, and when I asked a developer about this he said he had provided updated information months prior, apparently ignored. The recruiter often misrepresented things or couldn't answer questions. When asked about health insurance, she replied "I don't know much about our insurance; I'm on my husband's." She said the coding assessment would be 120 minutes, but the assessment site enforced a different shorter limit (lack of attention to detail). She wasn't upfront about all the steps in this process, even after I explicitly asked, which can be hard to plan around if you're currently employed. I had to take time off work on five different days. The aggressive Topgrading process is designed to classify you as an A, B, or C player. Only A players advance. What they've accomplished in practice is a system where only candidates desperate enough to put up with the process remain. I was not. The online coding assessment was very simple compared to the job requirements. This itself didn't surprise me, but there was no other coding during the process, no white-boarding during the onsite. They did ask for a code sample, so be prepared with something you're allowed to share. The CloudRunner product they're working on is a clone of OneLogin. Just compare screenshots on the two websites and you'll see what I mean. I'm not sure how they're planning to compete with a company so well-established in the market with many years head start. Be prepared for your project to be canceled.

Contacted by the recruiter. She was late to the interview by more than 20 minutes. Ended up with a short 10 minute interview (which I thought went well). She said she wanted to continue the conversation but never called back, never responded to my follow up emails, etc. Extremely unprofessional. This is one of the reasons why recruiters have a bad rap - because there are some out there who are simply flakes and inconsiderate of candidates. It's too bad because I really thought this was a great opportunity.