Candidatei-me online. O processo levou 6 semanas. Fui entrevistado pela Wise (Londres, Inglaterra) em out. de 2019
Entrevista
I went through four stages:
1. An initial 30 minute call with the recruiter
2. A 30 minute call with one of the Directors
3. A task to do at home (which took me hours)
4. An hour onsite interview
I understand there would have been another stage after that had I gotten through.
They were really looking for someone passionate about Fintech and about TransferWise's mission, so study up in advance and prepare some answers on this. Other questions were generally competency based and 'what would you do in this situation..'
Candidatei-me online. O processo levou 2 semanas. Fiz uma entrevista na empresa Wise (Londres, Inglaterra).
Entrevista
The initial screening with HR was very smooth. Relaxed and engaging - very much an open two way conversation to manage expectations for both parties. Second stage interview, not sure what was going on. Interviewer seemed bored and disinterested within 5 minutes. Slumped at her desk, didn't look like she was listening. Very disheartening and discouraging, but made me realise I didn't want to work there and it was clearly all hype. The "people first" approach they claim to champion did not translate in the slightest.
Perguntas de entrevista [1]
Pergunta 1
STAR method. - Describe your strengths and weaknesses - How to you manage different communication styles and opinions - How to you deal with challenging colleagues They also ask if you have experience managing a team in a global / hybrid environment
Candidatei-me online. O processo levou 2 semanas. Fui entrevistado pela Wise (Londres, Inglaterra) em fev. de 2021
Entrevista
I applied online and was asked to join a screening video call with a member of the talent team. Following that I had a call with the hiring manager and another member of the team. Then lastly, I had a final interview with two other interviewers.
Perguntas de entrevista [1]
Pergunta 1
Tell me about a time when you've received negative feedback.
