到时候有证据显示确实打了电话的面试。其实还是希望用内部 transfer 的员工。可以直接上手，也服从公司的996文化。

而是价值观和人性的窥探
阿里就是这么个企业

你可以说是独具慧眼，也可以说是自以为是。
要是这点不改变，很难立足中国放眼全球。

腾讯这一点就好很多。

这算好的了，我的例子是和hr email约好了时间结果不打电话给我，我发邮件过去也不回我了

这就是no respect，不用考虑了。

别想了，大家都一个套路。忽悠政府拿ep，中国公司可能花活更多，政府本来不想管的奈何三哥闹太凶太显眼才出来说几句哎呀我们要调查罚款。现在不也是不了了之。国人可没三哥那么傻，都是悄悄滴进村打枪滴不要。某些行业当初我们不理解本地人的愤怒，很可能我们以后会变为他们同一群人。

当时写邮件前还专门先打电话口头投诉。 虽然知道影响不了什么，也得恶心一下他，让HR看看他有没有玩猫腻 Hi Ella and Siew Lin, unfortunately my feedback to the interview and interviewer is very negative. It wasted me 30mins of time, effort to fix the camera issue and some of my patience. Let me tell you why. During the first call to arrange an interview, my application was mistaken with another role (accountant manager?). Not a big deal as I believe such thing could happen when coordinating with numerous CVs and hiring managers. However today's interview with Raghul was simply terrible: 1. Rahul walked away to spent about 10 minutes on another "important" incoming call. If 1min quick break I can understand but it was obviously an engaged discussion. That is very unpleasant and reflects to me that: a. Interviewer is not respectful to candidate's time; b. If it is a call that could must be answered by him immediately in the middle of an interview, your company has a high key man risk. c. If it is from someone that Rahul always has to answer immediately, something wrong with the company's culture and management. I hope this is not the case. 2. When Rahul came back to the desk, he asked me to continue, but he was still checking his phone when I spoke. I had to ask him to settle his stuff first before we moved on. 3. Despite above disruption, I kept my patience and expected more rounds of communication afterwards. However, the rewards of my manner was Rahul's quick conclusion that there is no skill matching, while we were still in our first question. To me it was a vague question. I tried to answer it in a few different ways to align with Rahul's points, while he didn't seem satisfied, neither attempted to guide. When I asked for his answer to the question, he just gave similar answer as mine, saying that I didn't articulate it well, which I totally disagree. 4. When I interview candidates, I ask them at least 3 questions to assess the strength and weakness objectively. I believe you know much better than me why not to conclude based on only one question. 5. Rahul mentioned he expected the candidate to already have the counter party credit risk experience as fundamental skills. It was not highlighted in my CV, nor confirmed with me via call. I don't know how my profile was picked up and agreed by Rahul for interview. It shows poor communication/process within the company. Rahul may argue that he naturally expects it from a candidate working in risk for a sizable bank. That expectation is wrong, because the bank is big and people specialise in different areas. To me it shows arragonce when you don't know the outside world, and deny them based on 1 question. After all, my feedback to you is: improve your recruitment process and respect to candidates. The last thing you want to hear from candidate is: luckily I didn't passed the interview. That is my feeling today. :) Take care

这行当不是已经黑的不行了吗。看到三哥面试直接可以走了。

本地中资公司越多，对新移民其实是利空。

IT互联网里赚的大大地多，甚至10年赚了别人20年的钱。
很多人不看重价值观那些，尤其年纪不大的。

ID是很多年前注册的。
不过你说得很对，bank it黑化很严重

不能光看个别既得利益者。中资企业要是发展起来了，比阿三在IT业的危害还大。

996模式?
愿打愿挨而已，拿到pr的或者不想太奋斗的大可敬而远之嘛。
欧美it互联网行业在新加坡本地又不会跟随这种模式。

给层主积极投诉点赞

当时刚刚从印度人占近100%的公司里跳出来，对S还有信心和期待中的亲切感，过了笔试 , mysql position. 结果面试的人花了一小时，最后可能累了,周五下午，东扯西扯，"manager" 是个中层，最后感觉他家其实没有精通云计算+精通database的人，，那哥们说话不着边际，同时又信心勃勃的大谈云， sorry, the more you talk ， the more I know you don't know。 后来没去。

我也是听到996就躲的远远的，钱再多也不行

等社会风气全面恶化的时候，每个人都是受害者。正如大陆正在发生的一样。

在新加坡各种人都有，总有愿意吃苦"赚大钱"的人，索然不会一直愿意。
在欧美嘛更少一些，除了中国背景，其他相对落后国家比如东欧西亚的也会有愿意干的
钱给够是关键，加班不给够钱，激励措施不够那肯定不行。

都被996干趴下结果社会大一统996。

不然华为怎么能起来？怎么配现在被美国怼?
在中国，上海北京本地人不要干也有外地人干。

新加坡的大批wp不也类似嘛。
IT互联网就是钱多个十几几十倍而已吧。
关键钱和激励措施要到位。

没这么多愿意吃苦的供应，还有ep和政府内部配额卡着。
另外同样的人干几年也不愿意同样的强度吃苦了。
另外欧美企业不可能效仿。
日韩企业骨子里想效仿，但是it互联网行业竞争力不够。