- Qualidade de vida
- Cultura e valores
- Diversidade e inclusão
- Oportunidades de carreira
- Remuneração e benefícios
- Alta liderança
Trabalhei para John Deere em período integral (Mais de 3 anos)
Good work life balance, many paid holidays, remote work, great office space/campus. Always new software technologies are introduced by Infrastructure team. Good AWS cloud infrastructure and supported by Infra team. Good people to work with and ideal for beginner to learn new technologies.
Deere expects candidates to pass complex problems from HackerRank, but when it comes to basic salary they are paid just 10K-15K more than the freshmen from college based on Job Grade system, never mind their decades of experience.
The health insurance provided has very high deductible and very few amount is contributed as part of HSA. For good low deductible insurance, employees has to partially contribute to the premium.
Management expects software employees should perform all processes in SDLC, UI Development, Backend Development, SAP Business Process Management, DB Management, Deployments, Testing, Prod Support and much more. Hence Deere wants employees to do learn and do everything (regardless of their interest), instead of hiring specialized workforce thus saving money.
Management wants everyone performing software tasks should pair every time with others, and tasks are divided (sometimes with other teams) into very small work chunks, so that no one becomes too knowledgeable, in other words to keep employees expendable/replaceable. Thus employees have no scope to grow, innovate, design and are boxed in their small monotonous tasks given to them using Kanban method.
Management is adamantly focused on implementing Agile methodology by book, not getting the work done efficiently. Obsession with automation testing for everything (UI/Backend/SAP/Integration) covering every line, drags everyone to crawl to finish the tasks.
Teams are reshuffled/dissolved, with roles/responsibilities of members changed after year or two based on senior management's new plans for software development process. Left out senior members are forced to retire, others are kept on bench who now have to find & apply for new positions within the company within 3 months of time.
Conselhos à presidência
Stop treating software employees as labor putting anyone anywhere with little regard for their background and specialization.
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Candidatei-me online. O processo levou 3 semanas. Fui entrevistado pela John Deere (Johnston, IA (Estados Unidos da América)) em dezembro de 2018.
The entire interview process was very professional and utilized the STAR method for interviewing. I met with a panel and the interview was 2 hours and 30 minutes.
Perguntas de entrevista