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Sharing my interview experience with JP Morgan Chase India: I gave 3 rounds of interview for a VP position spending total of 3 hours including a coding test of 1 hour as part of 3rd round. The panel was from U.S. and they appeared very interested at every stage. However, as soon as I finished the 3rd round, they went silent. As per my self assessment, I performed well in the coding round. However, when I followed up I was told that they are considering an internal candidate for that position. JPMorgan Chase
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+1 asking about culture. What a typical day looks like, how long people stay at the company, about your potential supervisor’s management style, and what a successful first year would look like are all good things too.
I always ask what they believe will be the most challenging part of the role for me, and people seem to like that. I also have asked what they would need to see from my in my first 6 months to really feel like they made the right decision hiring me.
Where do you see the team going in the short & long term.
Ask about culture. Take my word for it.
Work life balance? Is OT normal within the role or optional.
I made that one of my must haves when the recruiter asked me my top 3 must haves at my next opportunity - she stumbled over her words to let me know I’m supporting global as well - I got the rejection email the next day LOL
I answered this question along with someone else. Here’s some good options:
https://joinfishbowl.com/comment_ktcw4y1gn2
Thank you!!! I'm going to use some of these in my interview today! It is with a VP so I need to be more thought provoking.
I always ask if it’s a new role or replacement, if replacement, why did that person leave
I have been asking HM about the last time they took feedback and made adjustments. I’ve noticed there has been a real struggle with finding an answer. Feedback goes both ways and I need to know my manager has best interest of its people.
Ask “What should I have asked that we did not discuss?
“Tell me on a scale of 1-5 how I fit the role.”
“Who will be making the hiring decision?”
“If you were in my shoes, what should I know about company culture that isn’t obvious.”
“Will I be moving on to next steps, what is your initial feedback?”
“Would you be willing to share areas of concern to which I can respond?”
Is this a new position or am I replacing anyone ? Whats the turnover rate for this position and for the company as a whole ?
Ask about career progression? What's the most challenging part of finding an ideal candidate? What drew them to X organization? What's been their biggest surprise or AHA moment since joining? Rank the top 3 competencies for this role.
When I was interviewing for my current role, I asked "What does success look like?" and their 30-60-90 plans for this person. Clear expectations are critical to make sure you're on the same page with your organization. And it's helpful to keep those notes around for down the road if what you signed up for isn't what's being delivered. And on the other side, I make sure I ask the hiring managers I'm recruiting for now those same questions so I can be upfront with candidates too.
"What red flags do you see?" This gives you an opportunity to share and/or explain anything that might not "fit" with what their looking for and let's you show how what they perceive as a red flag would actually be a strength that you can bring to the role.