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FB onsite 后加面 behavioral 是利好吗?

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熟狗脸 发表于 2017-7-27 08:42:47 | 显示全部楼层 |阅读模式

2017(7-9月) 码农类 硕士 全职@Facebook - 猎头 - Onsite |Other在职跳槽

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上周五fb HQ onsite过后,本周二晚上收到recruiter来信说已经收集feedback,会很快discuss candidacy;接着第二天,周三,早上加州时间9点接到recruiter的emai说要我选个时间,电话加面 behavioral:
it will touch upon topics like your work history, mentorship/leadership skills, and challenges.


请问这个是利好消息吗?我onsite的5轮,其中bq那轮回答的最差。现在加面BQ是不是说我的tech + design 四轮都还算可以?


咋准备加面BQ呢?我现在工作的公司不到9个月,之前的那个公司做了1年10个月,fb是不是觉得我跳槽太快了?有啥资料可以参考准备吗?谢谢各位同学!


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deepestblue 发表于 2017-7-28 01:21:10 | 显示全部楼层
Quora 上fb内部员工写的interview process的一部分

Once all interviewers have submitted their feedback, this data is aggregated by the recruiter. The "packet" or sets of interview reports for a candidate with good performance (I can't qualify exactly what "good" means as I don't know - it's likely a certain ratio of hire to no hire decisions) is taken to a weekly meeting of managers and top interviewers known as "candidate review". Here, each candidate is discussed individually. Everyone at the table reads the interview packet, then the candidate's performance is discussed, any possible concerns are raised and the ultimate hire/no hire decision is made based on the recommendations given in the packets and the opinions of the people around the table. In the event that a decision can't be made or agreed on, a candidate can be scheduled for a follow-up interview to try and drill down into the areas people are uncertain about and get enough data to make a decision.
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deepestblue 发表于 2017-7-28 01:30:03 | 显示全部楼层
接着贴后面的process.1point3acres缃
After a Facebook employee interviews a candidate, they submit their feedback via an internal tool. This includes a summary of how the candidate did and how the interview went overall, samples of their code (if appropriate) and either a "hire" or "no hire" decision. The tool also prompts you to say how confident you are in your decision on a 4-point scale ranging from "Absolutely confident" to "Not very confident". As an interviewer, once you have submitted your feedback and can no longer change it, all other feedback for the candidate becomes visible to you. This is not only interesting but can also be useful later, as I'll explain.
. 鍥磋鎴戜滑@1point 3 acres
Once all interviewers have submitted their feedback, this data is aggregated by the recruiter. The "packet" or sets of interview reports for a candidate with good performance (I can't qualify exactly what "good" means as I don't know - it's likely a certain ratio of hire to no hire decisions) is taken to a weekly meeting of managers and top interviewers known as "candidate review". Here, each candidate is discussed individually. Everyone at the table reads the interview packet, then the candidate's performance is discussed, any possible concerns are raised and the ultimate hire/no hire decision is made based on the recommendations given in the packets and the opinions of the people around the table. In the event that a decision can't be made or agreed on, a candidate can be scheduled for a follow-up interview to try and drill down into the areas people are uncertain about and get enough data to make a decision.

Candidate review is open to any interviewer with a candidate up for review that week, which means that if you interview a candidate and think they did incredibly well, submit your feedback and then see that other interviewers thought they did poorly, you can go along to candidate review and try to convince everyone that "your" candidate is worth the company's time. Direct invites to candidate review are often extended to a candidate's interviewers for the weeks when there are contentious decisions - combinations of strong hires and strong no hires, for example, or when written feedback says they did well but the decision says "no hire" or vice versa. It's worth noting that the "packet" also contains data on decision trends and specified confidence for each specific interviewer - you can see how likely a given employee is to say "hire" or "no hire" on a global basis as well as the range of confidence in their decisions. This data can be useful when trying to understand decisions or decide how much weight to apply to certain feedback.

After the candidate review process, the final yes/no decision is made by a hiring manager and a committee of directors. This is (usually) just a formality and focuses more on details of salary and overall compensation packages. These are discussed and approved before the formal offer is made and communicated to the candidate. It's fairly rare that the hiring committee will go against the decision made in candidate review, but it can happen.

This is my understanding of what happens during the interview process at Facebook. I am a current employee and have interviewed a large number of candidates during my time here. The process is, in my opinion, as fair as it can be given the large amount of coordination required. There are obviously differences in calibration between interviewers, but every candidate is given both phone screens and a number of onsite interviews - this means that there are often 7 or 8 different interviewers involved with each candidate so the chances for errors are small. The panels which discuss candidates are themselves experienced interviewers and aware of the nuances of feedback and signals given by different interview styles and performances, as well as whether a specific interviewer has certain trends which mean their feedback might be slightly less useful than that from another. It's my opinion that the sheer number of people looking at the data makes the process very fair overall.
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jeff_xu001 发表于 2017-7-27 10:42:47 | 显示全部楼层
其实是利好消息,人家在考虑要你,但有点疑虑,总之是好事,good luck!
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pomme2016 发表于 2017-7-27 13:41:29 | 显示全部楼层
lz可以去quora搜一下,有次看到有人问这个,有fb的hr回答
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 楼主| 熟狗脸 发表于 2017-7-28 02:29:16 来自手机 | 显示全部楼层
谢谢楼上的同学Quora,我已经预约了下周的行为电面
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deepestblue 发表于 2017-7-28 02:33:35 | 显示全部楼层
找你要reference了吗
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 楼主| 熟狗脸 发表于 2017-7-28 02:49:30 来自手机 | 显示全部楼层
deepestblue 发表于 2017-7-28 02:33
找你要reference了吗

没有,不过我一个朋友恰好认识我的人recruiter, 我朋友在我onsite 前就已经和她打招呼了,不知道我朋友是否已经提供了reference
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mchzh 发表于 2017-7-28 02:50:08 | 显示全部楼层
就是要先从fb的公司culture rule入手吧
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deepestblue 发表于 2017-7-28 02:52:13 | 显示全部楼层
熟狗脸 发表于 2017-7-28 02:49
没有,不过我一个朋友恰好认识我的人recruiter, 我朋友在我onsite 前就已经和她打招呼了,不知道我朋友是 ...

Internal refer的不知道是不是就不用reference了?
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 楼主| 熟狗脸 发表于 2017-7-28 03:27:42 来自手机 | 显示全部楼层
我不是internal refer 的,它们的recruiter先找到我,后来我通过朋友打听他们恰好认识
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xjob2017spring 发表于 2017-7-31 05:08:57 | 显示全部楼层
ls回答很赞
. Waral 鍗氬鏈夋洿澶氭枃绔,
我只想说一点 工作不到12个月跳槽去fb我现在认识2例了 都是可能的 lz别怕
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david.fang 发表于 2017-7-31 05:12:16 | 显示全部楼层
楼主 方便说说您觉得BQ回答不好的问题吗?给大家提醒一下下。谢谢楼主。加分加分
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 楼主| 熟狗脸 发表于 2017-7-31 05:57:05 | 显示全部楼层
david.fang 发表于 2017-7-31 05:12
楼主 方便说说您觉得BQ回答不好的问题吗?给大家提醒一下下。谢谢楼主。加分加分

其实是我没针对fb准备BQ问题,当时onsite面我bq的那轮还是个国人大哥,如果我之前准备一下,我估计也就不用加试了。很常规的问题:最有挑战的项目,和同事闹矛盾怎么解决?
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bunnyNova 发表于 2017-7-31 06:48:54 | 显示全部楼层
有人加面过有人不过,好好表现
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deepestblue 发表于 2017-8-5 05:26:12 | 显示全部楼层
lz加面的如何
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 楼主| 熟狗脸 发表于 2017-8-5 06:55:33 来自手机 | 显示全部楼层
deepestblue 发表于 2017-8-5 05:26
lz加面的如何

周二下午电话面试了 behavioral, 是个从微软跳到FB的工程经理,感觉交流的不错。但是三天过去了一点消息也没有:周三早上给 Recruiter 写 email 说了一下头一天的电话面试, 今天周五早上又写了一封 email 询问有无结果,到现在依然没有回复。

我的这个 Rectuiter 之前告诉我加面的时候就没透露出其他任何消息。感觉这个人风格就是说话少,而且在我约 on-site 时间时,她就差点爽约,说好的电话没有按时打给我,在我发 email 提醒30分钟之后才发给我。。。。
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deepestblue 发表于 2017-8-5 07:30:08 | 显示全部楼层
没消息就是好消息。不知道加面的review是怎样的流程。是不是要再一次debrief呢?那就要等一周一次还是两次的meeting了吧。没准儿是周一开会?
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 楼主| 熟狗脸 发表于 2017-8-5 07:42:57 | 显示全部楼层
deepestblue 发表于 2017-8-5 07:30
没消息就是好消息。不知道加面的review是怎样的流程。是不是要再一次debrief呢?那就要等一周一次还是两次 ...
. from: 1point3acres.com/bbs
感觉是周三早上有一次debrief,周一就不知道了; 因为上次hr告诉我周二收集所有feedback,第二天周三早上就告诉我加面的消息
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deepestblue 发表于 2017-8-5 08:04:35 | 显示全部楼层
那估计这周三没送上去,等下周吧。behavior加面是不是过的概率挺高的。就看能不能很好的共事,看性格?
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