My team is hiring for a bunch of open positions, all remote! I will also be interviewing for other teams in my org 😄
🇺🇲 Senior SRE: https://us-redhat.icims.com/jobs/69642/senior-software-engineer-and-site-reliability-engineer/job
🇺🇲 SRE: https://us-redhat.icims.com/jobs/73140/software-engineer%2c-sre/job
🇦🇺 Senior SRE: https://global-redhat.icims.com/jobs/73297/software-engineer---site-reliability-engineering/job
🇺🇲 SRE Manager: https://us-redhat.icims.com/jobs/73404/software-engineering-manager%2c-site-reliability-engineering-(sre)-%26-emerging-cloud-services/job
@ehashman what communication tools are available for teams?
What software does the company interface via?
How much will I, a neurodivergent enby, have to deal with micromanaging from the neurotypicals above me in the command hierarchy?
Can I still use 'nix on my desktop, or will I have an operating paradigm enforced on me?
What is the code of conduct like?
Who deals with harassment or conflict when it arises?
What sorts of things should I expect from the interview and intake process, will HR filter out applicants based on arbitrary buzzword scan lists or does the person making hiring decisions actually receive what I submit?
@eryn we primarily use slack, BlueJeans video chat, and email, although a bunch of the company uses Google Chat and IRC
It's a fully remote and distributed team so there is very little opportunity for micromanagement, as TL I ask folks for updates once or twice per sprint
Almost everyone on the team installs their own favourite flavour of Linux (I use Mint, most use Fedora)
It's a 13k employee company so we have pretty standard HR policies. Managers'/TL responsibility to manage conflicts
@eryn recruiting does first pass of resume screening and they look at resumes (it's not automated)
We schedule video chat interviews and there's usually a recruiter screen, a hiring manager screen, a brief (~2h) coding exercise, and 2 one on one tech screens, at which point we're ready to make an offer.
@ehashman what is recruiting looking for when they screen, is it just general tech competency or will they filter out anyone who fails to match more than 60% of the position keywords?
As an autistic individual, I struggle with verbal communication to unanticipated questions. Will the video/audio interviewers be able to accommodate long pauses as I consider how best to construct words that make sense in a verbal form of their language?
Will the coding exercise be part of the management interview process as well? Do we get told ahead of time what language it's in, or is that part of the test? Are outside resources allowed, or is this a clean-room type exercise?
Could you summarize, in a few words, what each of the screens focuses on? Eg, company/values compatibility and communication, or technical competency, etc?
Will numbers for non-salary items, such as health care costs, retirement/401k/403b/etc contributions, be available at time of offer?
@ehashman TL ?= Team Lead
How long are sprints? Are there rest/documentation/continued education/etc periods between sprints? Can you outline the sorts of workload(s) expected for any of the positions that intersect your team? Are any of the positions directly adjacent to, or part of, your team? What are "pretty standard HR Policies", and do they include a code of conduct?
How are allegations of harassment handled, and do you have any cases that were resolved to the satisfaction of the victim, to your knowledge?
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