GLG interview questions

Simple phone screen with basic questions on your skills, experience and some SQL or architectural questions. There was no technical exam or interview (which gives you an idea what kind of people they have hired before). Then the final interview was onsite with a group of other Software Engineers. The group seemed less skilled or experienced. They were looking for a cultural fit rather than a technically-fit candidate. If you are a typical 9-5 worker or just doing this as a job, then you'll fit in just fine. They don't like it when you're passionate about this profession. They think that you'll be out of place or get bored quickly in their environment. It's definitely a place for the older and expired engineers.

I was brought into the process through an external recruiter, who directed me to the requisition. From there, I had 4 interviews (1 phone, 3 video) with various members of the team. These were fairly typical conversations with the exception of one interview which - unannounced - took the form of a role play. I was extended an offer ten calendar days after my final interview. My problems with the interview process (surprise role play notwithstanding) were two-fold: 1) As I progressed through the interviews, it became clear that the role was exponentially larger and more complex than the requisition and initial conversations made it sound. From the get-go, there was misalignment that didn't reveal itself until my second-to-last interview. 2) It felt as though there was a bait-and-switch with regard to compensation. As part of the HR pre-screen - before I spoke to anyone from the firm - I had to enter a number for desired comp. I had several conversations about my number across the hiring process and was never told it was a non-starter. When I received my offer letter, the base salary was +/-25% below my expected level of compensation (which took into account the scope and scale of responsibilities, as well as cost of living in Austin). I had a follow-on call about this with the hiring manager who informed me that I could make up much of this difference through an annual performance bonus, but that I wouldn't be eligible for that bonus until the end of my first year (based on start date and their fiscal year). I sent a polite letter declining the offer and then didn't hear back from either the hiring manager OR the HR representative, which struck me as oddly unprofessional and a poor way to end the process.