La procedura ha richiesto 4 settimane. Ho sostenuto un colloquio presso Avanade nel mese di giu 2011
Colloquio
I was recruited out of my previous company by a company head hunter. The head hunter pitched the company, job role and asked experience questions. Once she determined I was interested in exploring the opportunity further, she scheduled a meeting with the hiring manager and a couple of team members. After the three interviews, I was asked to return after a week to meet with the VP of sales and the VP of Operations. After that round of meetings, I was called (about two days later) by the company recruiter offering me a position. The people were extremely nice and open. They were respectful and answered all my questions directly.
Ho presentato la mia candidatura tramite segnalazione di un dipendente. La procedura ha richiesto 2 settimane. Ho sostenuto un colloquio presso Avanade (Saint Paul, MN) nel mese di set 2015
Colloquio
Process was fair and predictable. Interviewer mapped out the interview stages and how many interviews and who was the person at each level of seniority, etc. Questions were related to the position and background and how my experience fit with the requirements. Very solid conversations about "fit" and there were no "alone on a deserted island" type questions. The role was heavily focused on selling solutions versus products so that "split" of my experience selling each was an important topic to the interviewer. Overall a good experience. Compensation levels were given which was nice and that I would be hired at "one of 2 different levels in this hierarchy..." Interviewer was easy to work with.
Domande di colloquio [1]
Domanda 1
Describe your experience in selling solutions versus products? How are they different and how would you place your experience in this conversation?
Ho presentato la mia candidatura tramite segnalazione di un dipendente. La procedura ha richiesto 6 settimane. Ho sostenuto un colloquio presso Avanade nel mese di giu 2008
Colloquio
Very thorough and comprehensive interview and hiring process. There were multiple interviews across the leadership spectrum. The interviewers were a combination of first-line, second-line and executive management. They required the candidate to prepare and deliver a group presentation of the company's capabilities and then a roundtable discussion as part of the vetting process. It was very inclusive, informative and useful in understanding the company and its culture.
Domande di colloquio [1]
Domanda 1
The preparation and presentation of the company's capabilities, based only on public sources of information. It required significant preparation and work to hit the mark well.
