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Anyone got recruited for Pune location recently? My interview process has been completed and asked for documents on 23rd Dec, but till now I haven’t got any update after that. Today i called HR and they said manager has not provided any update on my application. Should i wait for the offer letter or look opportunity in another organisation? Deloitte Deloitte India
Partner Interview (6th interview).
Good or Bad?
My referral had interviews w/ (1)
recruiter, (1) SM, then the series of
(3) 1:1's w/(1) MD and (2) SM's.
The recruiter said he will now have
an interview in Jan. w/ the PPMD.
He interviewed for a M role in
consulting for customer marketing.
11 YOFE
He does have a wide skill set and the
recruiter said it was all positive
feedback, just have to find out
where to put him (on the team he
interviewed for or another he is
qualified for).Deloitte
Got messaged by a C3 . ai recruiter. Read that wlb is bad and that the interview process is absurdly long, but the Glassdoor reviews are 4.2 and can't find actual hours worked posted by anyone. How's the culture really? I'd be aiming for DS consulting, something more functional but with DS/ML concepts as my differentiator.
C3.ai, Inc.
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I once had a stress interview to see how I behaved under pressure for an internship. My future boss was the one leading it. It ended up being how he operated on a day-to-day basis… so I’d say stay away from people who are assholes in interviews
This. People who like to “grill” candidates in an interview tend to be assholes on a day to day basis as well.
Ask the boss if they are toxic
Jk, following as well.
Honestly if they are cold and uncharismatic. Seem like they feel like they could be doing something better or like they need to be somewhere else
I’ve found that the really bad bosses are able to keep their mask from slipping during the interview process. Your only hope is knowing someone in the org well enough that they’ll tell you the uncensored truth about them and how they operate.
Ask about how they manage their team. If they come out and say they have problems micro managing then they are probably very hard to work for. If the interview goes like a natural conversation instead of a grilling, they are more likely to be a good boss. I typically like to ask 4-5 open ended questions and just let the conversation flow naturally.
Past managers I've had ask questions looking for a definite answer rather than listening to how someone would address a task. Also, if they mention problems within teams or departments in the actual interview that they know are occurring, that's a red flag that they may not be managing well. One manager in particular mentioned favoritism, which may or may not have played into their choice of leadership; therefore causing more problems. Trust your gut, if someone is a little off they probably are.
If they’re judging their team during the interview I guess not a good sign, seen it once
It’s important to dig and focus on questions that get them talking about how —-they manage conflict, do they embrace change? how is the team viewed by senior management? How do you create space or support new ideas?
I find the poor managers rise to the surface and show their colors. Without a doubt the final question is ‘how do you personally invest in or grow talent on your team?’ Bad managers will focus on their own leadership brand and the good ones will give you tangible stories or ways they empower people.
Hard to tell during interview unless it’s obvious, but I used to heavily back door reference all potential managers. Really easy to figure it out that way.
If they tell you they are "a family"
Define what traits you think are toxic and I'll see if I can come up with any suggestions to tease out their presence.
Yeah but it encompasses so much. How do you expect to ask leading questions when you'd have to cover everything and the kitchen sink? You can't very well ask "are you toxic" - need to figure out their thoughts on certain things to suss it out. Also, some things people see as toxic are literally just facets of an industry or business model, so there needs to be some realism here otherwise they should avoid the field, not the manager.
Or if they are starting a new position and they never hold a similar one, the relationship will go bad very soon as they will not be able to help you and you will be blamed for anything that goes horrible. Stay away from first-time managers if you're not experienced.
had a vp list all of “elite” banks he worked at during our interview. Showed up at 10am and left at 2pm. got fired right after my internship ended
If you get to meet their other directs in the process, ask about management style. I’ve found people to be brutally honest