Unicorn FinTech - Opportunity to Build - Recensione dipendente - Recruiting presso Array (NY)

5,0
12 apr 2022
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great collaborative culture. We work heavily in google suite and slack, so most of what is being worked on is worked collaboratively in Google Doc, Sheets etc. Our recruiting tools start with Greenhouse ATS which is better than other enterprise ATS I've worked with at fortune 100s. We also have several overlayed and linked products that allow for collaboration, training, interview scheduling and candidate care. Tools like Calendly, Brighthire, Talent Wall and DataPeople are all solid and linked tools that seem to make what are typical pain points in the recruiting experience a little easier. Our process flows are still pretty deliberate and there is a ton of involvement from the company execs. That is solid right now, as we are learning so much from them and it's an awesome opportunity to work with really smart people to build something great and start to scale. Tech stack for engineering hiring is modern and innovative. Golang, Svelte, API development for fintechs and established FIs. Opportunity to raise your hand and lead a project or an initiative. Opportunity to weigh in on upcoming conferences with how we can approach from a TA perspective as well as Eng and Marketing/branding.

Svantaggi

We're still building out processes and learning as we go; it's not really a con, its just the nature of a fast growing environment.

Esplora altre recensioni su Array (NY)

5,0
1 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Clear expectations at a very stable organization.

Svantaggi

High expectations can lead to friction in some cases

1,0
6 apr 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Got paid for interview and onboarding

Svantaggi

I went through what felt like a “ghost job” type of process. I was given a two-day technical assessment that required very little sleep and included pulling an all-nighter. The assignment was highly realistic and closely resembled production-level work in both scope and expectations. A significant amount of time and effort was required before even having a clearly established or confirmed role. This also included a CCAT assessment as part of the screening process, along with employment verification, ~45 pages of documents, and several hours of video content. After that, I was asked to record two 5–10 minute videos based on those materials, with very minimal prompts and no clear grading criteria or expectations. I was then told I scored just slightly below “acceptable” and was terminated immediately. The entire process felt disorganized from start to finish. The technical assessment was missing key pieces, almost as if it was incomplete or still being tested. During onboarding, I was already being added to meetings and even assigned a task, despite not having fully completed the onboarding process. Part of the reasoning given for my termination was that I wasn’t proactive in pointing out that I had been added to meetings and should have been focusing on onboarding instead. This was especially confusing, as those meetings and tasks were initiated by the team themselves. Given the amount of upfront work required and how the process was structured, this raised serious concerns for me about whether the role was clearly defined or fully established, and whether the expectations for candidates were aligned with an actual longterm position. Advice to others: Be cautious about the time commitment required before the role is fully secured. The process may require substantial effort upfront without clear expectations or evaluation criteria.

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