Matt Friedman was one of the most uncomfortable interviews I have had in my entire life. He did not ask questions related to the actual diagnostic job at hand. He asked questions to express his pet peeves. He also came off quid pro quo in his questions and his approach, The company should check his company emails on his interview scheduling. He asked to meet at his hotel with vague evening hours to approximate when he believed he would arrive at the hotel instead of offering concrete interview times. The hotels he offered to interview at were also not located in the territory the role was in, nor near where I lived. That is questionable behavior and so unprofessional. When asked about entire interview process, he said next steps in the interview process were to meet with him 4 more times! When I asked for the entire interview process after meeting with him 4 more times, not a single person he listed to meet with was any role that was technically above him. Why would one need to meet with a hiring manager 5 times for an interview for one role and potentially at various hotels with him? The company needs to look into this. Matt had a weird and uncomfortable energy. Not trustworthy. I have never seen type of interview process before in my life.
Interview questions [1]
Question 1
Matt Friedman described how he disliked employees who went behind his back, so he said to give an example of a time when managing up was needed. He also asked what managers have done in the past to "drive me nuts" quote unquote.
I applied through an employee referral. I interviewed at Siemens
Interview
friendly, open, and interviewed by HR and line manager at the same time. It's happened in Siemens building. First by doing some test which shows basically who you are and the weakness of yourself, then by answering questions
Interview questions [1]
Question 1
what's your biggest challenge during your last job
was very difficult to answer questions not related to the field and very stereotipical ones about some failures, future vision and soft and hard skills, education, expectations etc. I think there should be more practical questions
Basic background and experience questions, as well as personality traits. Led to panel interview which included senior hr team and smes, focus on problem solving and value creation. Was asked for specifics on compensation.