Anonymous
My philosophy is to consider not just the technical strengths of a candidate, but also consider their skills as a team player and a person who can learn on the job and get things done. During the interview process, always remember that the candidate can be worried or nervous as they feel like being examined, so it's important to help them be relaxed during the process by being kind to them during the process and have empathy for them, give them enough time to think of answers and let them know that they are welcome to ask questions, it's a two-way process. The process would start with an initial call with the recruitment team to get a feel of the candidate's communication skills, their eligibility for the role and if their expectations align with the company's, having passed that the candidate would go on a longer call, an hour, this covers questions more relevant to the position, for example, if it's an engineering position it would include questions about algorithm complexities, the same session may cover open ended question, for example, questions about how to mitigate an out of memory exception, or for more experienced engineering positions, it can cover things like how they approach a big project for example. Having passed that, the candidate can then go through another session with more specific questions and perhaps involve an experienced engineer from the team, this round can cover architectural or code design questions, and also see how the candidate would review code or behave in a pair programming session, if it's a software engineer position, this round will be to gauge the candidate's experience in the day to day work, then having passed that they would get an offer from HR or People's department. Looking at the interview process outlined in the job description, this looks quite aligned with Walt Disney's philosophy for the hiring process
