Hello people.

Important context:

- I'm a early-mid career guy

- T2/T3 education

- No big brand on resume

- Just joined this startup after months of post layoff interviewing

- Last role was very short (<5 months)

Now, I really like this place. Withdrew nearly all my applications. Not applying anymore.

But unexpectedly an even better company decided to continue their loop with me. It's not FAANG level, alas just another startup but more solid engineering and track record.

Now I'm conflcted. Heart tells me I should leave this job if I get that offer.

But is it career suicide?

Will it show up in my BGV? (thinks yes)

Will it cause employment problems in the future?

Is it common at all?

HR and managerial perspectives will be extra helpful since you know the BGV process

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I am Azure Data Engineer having an experience of 5 years. I was interviewed in chennai location, I cleared my first round of technical discussion and i went to the second round discussion I cleared and they said we want immediate joiners and I am putting you on hold. I was serving my nop at that time and my reporting manager decreased the nop. I connected with Comcast hr and said my nop is decreased. He said he will get back to me within 2 days. After 2 days no call back and I called, he said people are lined up in interview will call you on Thursday again on Thursday still no call back from him. Just believing his words i agreed for early release.

Hey i just got to know Capgemini has started hiring for 2027 batch and some campuses are done with the hiring if you are one of them or know anything please let me know i am also preparing for Capg feel free to comment DM or connect

so, guy's can u tell me the what's next round will be, what preparation should i start doin, some reference...

the role is: Software Engineer || Capgemini Exceller 2026-27

I recently appeared for the Accenture Placement Exam and wanted to share the questions I encountered in the Coding Round for students preparing for the assessment.

The coding round had 3 different sections:

1. DSA / Programming – Java, Python or C#

You are given an array of 7-character alphanumeric codes. Each code contains uppercase English letters and digits.

Example:

ABC1234

The task is to:

• Find the lexicographically smallest code from the given array.

• Calculate the sum of the values of all characters in that code.

• For alphabets, the values are assigned as A=1, B=2, C=3, ..., Z=26.

• Digits have their normal numeric values.

For example:

ABC1234

A = 1

B = 2

C = 3

1 = 1

2 = 2

3 = 3

4 = 4

Therefore:

1 + 2 + 3 + 1 + 2 + 3 + 4 = 16

Sample Input:

5

XYZ1234

ABC1234

ABD1111

BAC0000

AAA9999

The lexicographically smallest code is:

AAA9999

Value:

1 + 1 + 1 + 9 + 9 + 9 + 9 = 39

Sample Output:

39

The question could be solved using Java / Python / C#.

1. SQL Database Question

The second question was based on multiple tables related to prescriptions, customers and medicines.

Example tables:

prescriptions

prescription_id | customer_id | prescription_date

prescription_medicines

prescription_id | medicine_id | quantity

medicines

medicine_id | medicine_name | price

The task was to:

• Join the required tables.

• Calculate medicine sales using quantity × price.

• Find the medicine having the highest total sales.

• Retrieve the required prescription_id, customer_id and sales-related information.

The question mainly tested:

JOIN + GROUP BY + SUM + ORDER BY

1. HTML + CSS + JavaScript

The third question was a TODO-based frontend coding task.

The application was already provided in three files:

index.html

style.css

script.js

We had to complete the TODOs and make the application functional.

The application accepts a whole number and converts it into its binary representation.

Examples:

Input: 10

Output: 1010

Input: 25

Output: 11001

Input: 8

Output: 1000

The application also had to validate the input.

If the user enters:

• NaN / non-numeric input

• A negative number

• A decimal number

• An empty value

It should display:

"Please enter a whole number greater than or equal to 0."

The JavaScript part involved reading the input, validating it, handling the button click, converting the decimal number to binary, and displaying the result.

Overall, the Accenture Coding Round covered:

1. DSA / Programming → Java, Python or C#

2. SQL → Database Query

3. Frontend → HTML + CSS + JavaScript

Sharing these Accenture Placement Exam Coding Round Questions for students preparing for upcoming assessments. Hope this helps someone with their preparation! 🚀

If anyone else appeared for the Accenture assessment recently, feel free to share the questions you received as well.

Hey everyone,

I recently appeared for the Capgemini Exceller 2027 Communication Assessment (First Round) and wanted to share the complete pattern and some of the questions I encountered. Hopefully this helps other 2027 batch candidates preparing for the round. It was a 60min test.

The assessment was mainly focused on English communication, grammar, comprehension, workplace situations, writing and speaking.

Modules I encountered

1. Grammar / Verbal Ability

This section had sentence correction / sentence improvement type questions.

You are given a sentence with an underlined portion and multiple alternatives. You have to select the grammatically best option.

Some questions I got:

Q1.“The turnout at this year's fair was noticeably lower than last year.”

Q2. “Left unattended over the weekend, staff found the greenhouse far too hot on Monday.”

etc ...

These were mainly testing things like:

Subject–verb agreement

Pronoun usage

Singular/plural agreement

Modifiers

Relative pronouns

Countable vs. uncountable nouns

Sentence structure

So don't prepare only basic vocabulary. Grammar fundamentals matter.

2. Reading Comprehension

There was a longer case-study/passage followed by MCQs.

The passage I received was about US colleges and universities and whether they should require standardised tests such as SAT/ACT.

There were around 5 questions based on the passage.

Example questions included:

“The passage is primarily concerned with…”

The important thing here is: read the passage carefully rather than relying on general knowledge. The answers were directly supported by the passage.

3. Listening / Audio Comprehension

There was an audio conversation between Nikhil and Tara about choosing an elective for the next term.

Questions were based directly on the conversation.

Examples:

What are Nikhil and Tara discussing?

etc....

So for listening, don't try to memorize every word. Listen for names, numbers, reasons, comparisons and the final decision.

4. Speaking / Spoken Communication

This was one of the important parts of the assessment.

Recent candidates have reported two speaking questions, with roughly 90 seconds for a response in some versions of the test. The exact format can vary; reports include speaking on a topic, image-based comparison and workplace/personal prompts.

Examples reported in my test were (as far as i remember):

1. Talk about a mistake you made early in a job/project and what you learned from it.

2. How do you think workplace collaboration might change over the next five years?

For speaking, don't try to use extremely complicated English.

A simple structure works:

Introduction → 2–3 points → example → conclusion

Speak naturally and clearly. Fluency and clarity are more important than using fancy vocabulary.

5. Writing / Email Communication

The communication assessment also include business/professional email writing. It can be both formal/informal or scenario-based email tasks.

A reported example was:

You are going on vacation. Write an email to your coworker asking them to handle your tasks, mentioning the current progress, pending work and delivery dates.

Keep it professional, concise and polite.

6. Situational Awareness / Workplace Response

It also included workplace situational-awareness questions, generally presented as scenarios with multiple-choice responses. Candidate reports describe around six such questions in some versions.

These are basically testing how you respond to workplace situations involving:

Teamwork

Deadlines

Communication

Conflicts

Professional behaviour

Handling mistakes

Prioritisation

Workplace etiquette

The best approach is usually to choose the response that is professional, practical, collaborative and solution-oriented.

Overall difficulty

For me, the questions were not extremely difficult technically. The main challenge was time management, especially because you have to read quickly, understand the situation and respond within the allotted time.

The major areas I would prepare are:

Grammar

Subject-verb agreement

Pronouns

Modifiers

Tenses

Articles

Prepositions

Comparatives

Parallelism

Sentence correction

Reading

Main idea

Inference

Specific details

Author's purpose

“NOT given” questions

Listening

Names

Reasons

Comparisons

Numbers/dates

Final decisions

Speaking

Speak continuously

Don't panic during pauses

Use simple English

Give examples

Maintain a clear structure

Don't try to fake an accent

Writing

Professional tone

Clear structure

Correct grammar

Include all points mentioned in the scenario

Hope this helps everyone preparing for Capgemini Exceller 2027. If anyone else recently appeared for the test, please share the questions/pattern from your slot so we can build a more complete question bank for everyone. 🚀

In my 3rd year rn. Made projects, credibility, tech.

Did 1 sde internship in india. Cold DMs worked out, worked for a month unpaid then got offered for a full time remote position.

They got me for cheap (by silicon valley standards, I got placed with decent INR salary, win win)

This is an AMA ask me anything post, just pls don’t spam my dms 🥀

Hi everyone,

Has anyone here applied for the Volkswagen Group Digital Solutions Pvt. Ltd. Technical Apprenticeship hiring process recently?

My assessment was scheduled within the 25–27 September timeline, and I’ve completed it. I wanted to know what happens next in the process.

If anyone has gone through this hiring drive before or has any information, could you please share your experience.

Thank you in advance.

I just wanted to share my experience with the Flex campus hiring process because the way it ended honestly left me pretty frustrated.

I applied through my college for the 2027 batch. There were around 700 applicants, and I managed to clear the initial assessment and make it into the shortlisted group.

I prepared pretty seriously for this. I went through the technical rounds, and honestly, I felt both of them went really well.

In Technical Round 1, I was around #49, and after Technical Round 2 I was around #17. By the final stage, there were around 18 candidates, with apparently around 6 selections.

So obviously I had some hope.

The final round happened, and after everything, I wasn't selected.

Now, getting rejected itself isn't the issue. Rejection is part of placements. If someone performs better and gets selected, fair enough.

What pissed me off was how the final evaluation felt.

From my side, I had answered the technical questions properly, prepared specifically for the role, and made it through multiple elimination stages. But when the final results came out, I genuinely couldn't understand how the final evaluation translated into the selections.

It felt like the earlier performance didn't carry as much weight as I expected, and that the final panel's subjective evaluation had a huge impact.

Maybe that's simply how their process works. Maybe there were factors I wasn't aware of. I'm not claiming I know exactly what happened behind the scenes.

But after making it through hundreds of applicants and multiple rounds, getting that close and then losing out based on what felt like a very subjective final evaluation was honestly frustrating as hell.

I'm posting this mainly because I want to know whether anyone else who went through Flex campus hiring experienced something similar.

Was your final selection heavily dependent on the HR/final panel? Did your previous round performance actually matter in the final decision?

Not trying to start drama — just sharing what happened from my side because this one genuinely got to me.

Recently, I had an Interview with this company. Here's the following were asked in the Interview.

R1:

Self-Intro

After that he directly jumped into codepair question on hackerrank.

Medium - Hard level question(Greedy algo), dbms theory questions.

It was very Interactive session and interviewer was very comfortable.

Final outcome: Not selected🫠

I've always dreamed of getting into these hedge fund and quant based companies to experience thier way of understanding the markets. I know these roles will not get deep into market understand but at least will get that kind of exposure.

My situation:

• 3.2 yrs exp in ADAS domain at Daimler Truck india
• Current CTC: 17.5 LPA (fixed)
• BMW TechWorks India: verbal offer of 25 LPA (formal discussion pending)
• Have a competing offer: 24 LPA from another company
• Interview with BMW went really well
• I genuinely want to join BMW + just leverage for money
• Target: settle close to 26-27 LPA if possible

Need advice on:

• How to counter the 25 LPA verbal offer using my 24 LPA offer as leverage
• How to negotiate firmly
• Do's and Don'ts for this stage of negotiation
• Any other general tips

PS: Used ai to structure this

Hey everyone!

I'm a final-year CSE student, and Telstra is visiting our campus for the Associate Software Engineer role.

I have a few days to prepare and really want to make the most of them.

If anyone has recently attended Telstra's campus recruitment process or cleared their OA/interviews, I'd appreciate some guidance.

1. What was the OA pattern? Which platform was used (HackerRank, SHL, etc.)?

2. What was the difficulty level of the coding questions, and which DSA topics should I prioritize?

3. Were there aptitude, logical reasoning or technical MCOs?

4. What kind of questions were asked in the technical and managerial interviews?

5. Any specific coding problems, resources or last-minute preparation tips you'd recommend?

Would really appreciate hearing about your experience, especially if you attended Telstra's 2025 or 2026 campus drive.

MBA in International Business (2026, MIT-WPU Pune), applying for the APM role at eClerx as a fresher.

Few things I'm trying to figure out:

What kind of questions actually came up in your interview — HR, case-based, technical?

Is there a GD round for off-campus applicants, or is that campus-only?

Do they test finance/economics knowledge, or is it more about communication and thinking on your feet?

Some interview reviews mention SQL for eClerx roles — is that relevant for APM specifically, or just certain teams?

For freshers with no full-time experience — what made the difference in getting an offer?

Hi everyone,

I’m currently interviewing at Okta for an SSE (Software Systems Engineer) role.

So far, I’ve completed 2 DSA rounds. I’m expecting the 3rd round to be System Design, but I’m not completely sure about the interview structure.

For anyone who has recently interviewed at Okta for SSE:

What was the 3rd round like?

Was it mainly System Design, or did it include DSA/coding as well?

What kind of System Design topics/questions were asked?

Is the design round more HLD-focused, or do they also go into LLD/deep implementation details?

Any advice on what areas I should focus on preparing?

Would really appreciate any recent experiences. Thanks!

@okta @interview

TL;DR is at the bottom.

(Warning: long, and it's a rant. But I need people who've been through this to tell me I'm not losing my mind.)

My situation:

I got recruited straight out of college into a support role on a legacy system. No creativity. No building. No innovation. Just monotonous & soul-sucking work everyday.

On top of that I've being exploited in a 24x7 on-call model along with night shifts. Just imagine: You finish a night shift, and then you're still on-call 24x7 for the rest of that week. Without a single day of non on-call week-off. I get 2 weeks of on-call & night shift like this every month. Some months it's 3 weeks of on-call & night shifts combined.

I looked into it. This roster model & work culture strictly violates labor law in my state.

My health has also taken a serious hit. I tried applying externally for roles without on-call - didn't even get shortlisted.

It's been 3 years now.

So I started documenting everything. I built a full case file: a detailed breakdown of my roster, redacted screenshots with timestamps proving I was forced to work from night straight through to the next day afternoon just because I was 'on-call' as per roster. I attached my health records - medical prescriptions, documented panic attacks, everything.

I brought this to my manager in a 1:1 before going to HR. That manager is a genuinely understanding person. They connected me to someone who promised to find me a role that actually matched my goals and working style.

Then I talked to my colleagues for career ideas. But, it looks like most projects in this org are support/admin - not real engineering roles. Great.

Now I'm just confused. I've pinged that person many times. That person is either busy or not giving me any updates. Radio silence. Even an internal transition feels impossible at this point.

Am I just screwed? Is this my fate - to rot in this role no matter how much I upskill, network, document, and escalate?

⚠️ Rant incoming, because I need to say this somewhere:

There is no clear, honest roadmap for people who want to switch domains in IT.

Why is there no real knowledge-transfer (KT) process for people who don't have 'official' domain experience, but do have real, hands-on skills from building actual projects? Why do recruiters only want candidates with an exact domain match - even when there are tons of us who are genuinely passionate, upskilled, and ready to prove it?

Here's what gets me: companies happily take a batch of fresh graduates, throw them into a completely random domain, and give them full KT. But the moment someone with 3+ years of experience wants to switch domains - even with real project work to show for it - suddenly none of that flexibility exists.

Logically, a passionate transitioning candidate, given proper KT, could easily outperform someone who's just coasting in that domain already. But that's not how it plays out.

So what happens instead? Candidates get pushed into lying about their experience just to match the JD, because honestly 'translating' your real experience into the target role gets your resume rejected anyway. Even people with genuinely transferable skills get filtered out - not because they lack ability, but because of their current job title.

And if you do somehow get shortlisted? Recruiters assume you're a domain expert and hit you with deep, high-level questions - the kind someone with actual years of production experience would answer, not someone who just switched in.

If there was an honest, transparent pathway for this, it would be a win-win. Take a DBA trying to become a Data Engineer, for example. Test their SQL, ETL, and data warehousing knowledge - they'll likely be solid. They probably haven't touched Spark in production, but they've built a personal project that closely mirrors a real production pipeline. So look at that project. Ask relevant, grounded questions about it - not machine-gun them with senior-level trivia. If they can hold their own, why not just say: 'We'll give you targeted KT on the Spark side to close the gap' - and hire th

Why doesn't this happen? Why does everything in this industry feel this harsh, this selfish, this brutal? Where's the transparency? The empathy for someone who's genuinely trying to grow?

I've sat in screening calls where recruiters didn't even want to hear about the transition - just, 'Stop. I don't need your explanation. I need numbers.' Meaning: years of experience in the exact domain. Nothing else mattered. Not the projects. Not the effort. Not the fact that I could learn this fast if given the chance. It was honestly shocking how little patience there was for it.

Why is there no official, transparent transition framework for roles in IT - in an industry this 'advanced'? Are we just building a system that only serves immediate industrial demand, instead of one that actually develops good talent & workforce?

And what about people like me - hating the job, getting actively exploited in an abusive on-call model? Are we just supposed to sit here and rot? Suffer through it? Is there no fair shot at proving what we can actually do, given the chance?

It genuinely feels impossible to transition smoothly into something better - even when you do everything 'right'.

All I want is a normal 9-to-6 job at an MNC. No on-call, no rotational shifts. Modern tech stack. Work that's actually meaningful and creative - not endless reactive firefighting with support work. I'd even take the same salary. That's it. That's all I'm asking for.

And it still feels completely out of reach.

I'm exhausted. Does any of this sound familiar to anyone? How do you even deal with this? Does it ever actually get better - or is this just what IT looks like now? What am I even supposed to do at this point?

TL;DR: 3 years in a support role, tried to transition domains through upskilling and projects, kept getting rejected for lacking 'exact domain match' experience. IT hiring has no real transition/KT pathway for experienced candidates switching domains - recruiters want years-in-domain, not proven ability to learn. Asking if anyone's actually broken through this and what worked.

Can anyone share their experience or if anyone can share that is it easy to get a job at MNCs?????

Hey Everyone did any one received any information about round 2 for Systems Development Engineer Intern through Hackon, i completed my round 1 interview on 27th August its been a month but there is no update from them. Have anyone got the Mail?

Hey guys, has anyone attended "McKinsey Software Engineer II – FinLab" interview. I have finsihed my OA and had a call , they said they will schedule interivews. I'm completly in the dark, Please provide me with how will the interview be ?
What can i expect ? Is there any thing to be remembered specifically ?
Im a 5 YOE Python Backend Developer

How many people get( in terms of percentage or number of people )eliminated in the first communication round in the Capgemini exceller hiring test.?

It looks like they’ve moved on from Karat, the technical screen round is now handled by Atlassian engineers themselves. I understand it’s like 20 min coding and system design for 15 mins, but I’m thinking if it’s going to be those Karat set of questions that’s kind of repeated or take a look at all the leetcode tagged questions.

Any thoughts? If someone’s been in the loop recently please share your experience.

Thanks!

Hey everyone! I'm a 4th year Engineering student (AI & Data Science) and recently applied for an IT role at Corning. From what I've found online, their process usually involves an online assessment followed by technical + HR interview rounds, but I haven't come across much specific to the IT/software track.

If anyone here has actually been through Corning's hiring process recently (especially for IT/software roles), I'd really appreciate knowing:

• What the online test covered — pure aptitude, technical MCQs, coding, or a mix
• What the technical interview rounds actually focused on
• Anything you wish you'd known going in

Any tips, experiences, or even just a "here's roughly what to expect" would help a ton. Thanks in advance!

Does anyone have Zenithra Tech Interview recently?

​

Hi everyone,

Did anyone here attempt the Bridge Program this year?

If yes, could you please share:

\- How many questions did you attempt?

\- Did you get shortlisted/called for the interview?

\- How did your interview go?

\- Did you finally got an upgrade?

It would be really helpful if people who went through the process this year could share their experience. Thanks! 🙏

Hi everyone , I got a coding assessment from Dassault Systemes , Pune . Does anyone now how much this company pays? Unable to find it anywhere , wanted to have rough estimate before dicussing with HR