Fragen in Vorstellungsgesprächen bei Nuance für Language Modeling Research Engineer and Senior Research Engineer | Glassdoor.de

Fragen in Vorstellungsgesprächen bei Nuance für Language Modeling Research Engineer and Senior Research Engineer

Vorstellungsgespräche bei Nuance

1 Bewertung Vorstellungsgespräch

Erfahrung

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100%

Einladung zum Vorstellungsgespräch

Einladung zum Vorstellungsgespräch
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Schwierigkeit

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Language Modeling Research Engineer and Senior Research Engineer-Vorstellungsgespräch

Anonymer Bewerber im Vorstellungsgespräch in München, Bayern
Kein Angebot
Negative Erfahrung
Leichtes Gespräch

Bewerbung

Ich habe mich über einen Personalvermittler beworben. Der Vorgang dauerte mehr als 2 Monate. Vorstellungsgespräch absolviert im Mai 2017 bei Nuance (München, Bayern).

Vorstellungsgespräch

I applied for Language Modelling Research Engineer and Senior Research Engineer positions in Aachen, Ulm or one of their offices in Belgium and after that, was interviewed by 2 manager. But the disappointing part of my experience with this company was that they never came back to me with the reason why my application could not progress . In fact, the recruiter handling my application made several calls to me and did not understand why my application did not progress. The initial feedback I got from him was that the interview went well. This added to my series of negative experiences with companies. In my experience, I identified 9 gifts possessed by organisations/companies and I give Nuance the 8th gift: the gift of prejudice and nepotism.

In this case, I put the blame on illiterate, myopic, half-baked managers who can ‘manage’ but lack technical skills and depts. Technically-gifted people are open-minded and values knowledge. I call Nuance a ‘manager centric’ company, where recruitment decisions lie on managers. I believe applicants should be giving reasons why their applications would not go further. The reasons do not have to be justified. I am persuaded to write because there is just so much disrespect to prospective employees, which boils down to company values. For example, in my current company where I was involved in interviews, the HR asked for feedback from me and did this even when one had already been sent and for some reason, they missed it. This is an example of transparency, equity, respect and fairness. Little wonder that these companies that indulge on this spiteful habit continue to dwell in the 'non league side', playing local leagues.

The door is always revolving! This is one of the things I found out with these companies. It is a culture of 'Jonny comes, Jonny goes'. They struggle to keep employees. But how can they? If you cannot respect people who want to come in; you cannot respect those already in! If you are not faithful in little, you cannot be faithful in much. So my message to you is: be loyal to the prospective, if you want to keep those already in.

My closing message is you should bin your garments of prejudice, nepotism, myopia, short-sightedness, narrow-mindedness and be clothed with professionalism. Hire based on merit. Live as a company in the 21st century and not in '19 Methuselah'.

Fragen im Vorstellungsgespräch

  • They asked my previous experiences and general questions on speech/language technologies. But the questions were very basic.   Frage beantworten
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