La procedura ha richiesto 3 mesi. Ho sostenuto un colloquio presso Genentech (South San Francisco, CA) nel mese di gen 2010
Colloquio
The first contact was by HR to conduct a phone screen (30 minutes). Basic skills and experience were probed. Then, there were phone interviews with 2 different hiring managers (30 minutes each), both of which also further probed on skills and experience relevant to the position. I had two rounds of in-person interviews. This first round included a case interview. The second round of in-person interviews was with director-level managers.
Domande di colloquio [1]
Domanda 1
Tell me about a time when you had to exert influence from a position of low power.
Ho presentato la mia candidatura online. La procedura ha richiesto 3 mesi. Ho sostenuto un colloquio presso Genentech nel mese di set 2016
Colloquio
As people said here, the process took more than 3 months.
I don't think they really want to hire some external candidates. This position is continuously posted.
A person from a third party recruiting company called me first. A person who had left their company called me 3 weeks later. Then, 2 months later, their HR person arranged me an on-site interview. There were 7 persons interviewed me one by one for the same questions. They said they didn't know which product I should be in charge of because they didn't have any vacant position at that moment.
3 weeks later, they sent me an email and want schedule a call with me. The call is just to tell me I was rejected.
They asked lots of questions about how to influence or collaborate with other teams, it seems like they don't have a good relationship with other teams.
Domande di colloquio [1]
Domanda 1
Take an example that you led a team but had few power
Ho presentato la mia candidatura online. Ho sostenuto un colloquio presso Genentech
Colloquio
As mentioned in previous reviews, be prepared for a very long, unpleasant process.
1) Generic phone interview with an outsourced hiring company. The person you speak with will have no idea what the actual job is about other than the publicly available job description. There is no discussion, jut someone who writes down your answers.
2) Second phone interview with a former employee (someone not in the company). The conversation will be more conversational but again furious writing of notes for review by key decision makers. You better hope they write down your answers correctly
3) THIRD phone interview with hiring manager. You finally get to speak with someone who works within the company
4) Be prepared to come in TWICE for an onsite
5) Call is scheduled to go over the onsite interview. Got pretty excited. Googled to see if anyone had done research on probability of rejection or offer by phone call. Seemed like a no but most agreed an offer would be likely. Rescheduled call. Special kind of torture. Finally had a phone call and was rejected. No concrete feedback.
In between each step, be prepared to wait. Be prepared to wait weeks..
You would think that a department so focused on strategic agility would put some thought into their hiring process. Its a pretty convoluted system that leaves the interviewee confused. The job is posted continuously, hoping to be filled by someone who has a lot of time for the interview process or most likely internal candidates.
Advice to Genentech: For God's sake, don't schedule a rejection call without alluding to the purpose of the call!
Case on your own then need to debrief the case. You are given an hour to work on the case and can use excel/powerpoint.
Then some standard behavioral questions. Tell me about a team you led a team. Appears to be a huge focus on strategic agility. Also, culture is very collaborative so be prepared wtih team work stories
Domande di colloquio [1]
Domanda 1
Standard questions. Tell me about a time you led a team.
