Perguntas de entrevista da empresa Productive Edge

Had an initial screening with the recruiter, moved onto the next round which included an assignment, and third round I met with the Head of Marketing. I was told that I was an ideal candidate, that they enjoyed my work, etc. but then they proceeded to ghost me for almost 2 weeks. Lo and behold I checked their website and hiring for the position has been put "on hold". At the very least I would have appreciated being informed that they were no longer hiring for the role than having to deal with radio silence and doing my own research to get answers. This behavior unfortunately is becoming more commonplace for the job hunt, but we shouldn't let it. It feels incredibly disrespectful.

Glassdoor Review Draft: Rating: ★★☆☆☆ (2/5) Title: Dismissive Interview Process and Concerns About Company's Direction Pros: 1. The initial communication from the recruiting team was prompt and professional. 2. The interview was scheduled quickly, and there was transparency about the interview stages. Cons: 1. The interview felt like a no-win scenario from the start. The interviewer seemed dismissive and uninterested in my answers, moving quickly from one technical question to another without giving me time to elaborate or demonstrate my skills fully. 2. There was little to no positive reinforcement or constructive feedback throughout the process. The interviewer often cut me off or redirected the conversation, making it difficult to gauge whether I was addressing his concerns. 3. The company appeared not to value Microsoft certifications, such as my DP-203, which is highly relevant for data engineering roles. Despite this being an important credential, it was never acknowledged or considered during the interview. The Chief Data Architect also held no recent relevant Microsoft certifications, possibly viewing certified individuals as a political threat. 4. I was concerned about the company’s recent layoffs from September 2023 to September 2024, which resulted in a significant reduction in staff, including another DP-203 holder. Furthermore, the role I applied for was never posted externally, raising doubts about internal dynamics and the actual intent behind the hiring process. Advice to Management: Improve the interview process by fostering a more open and engaging dialogue. Allow candidates to fully explain their experience and provide constructive feedback rather than making the interview feel like a rapid-fire test with a predetermined outcome. Recognize the value of industry-recognized certifications, particularly when they are directly relevant to the role, and be more transparent about the company’s direction and hiring intentions, especially in light of recent layoffs and internal politics.