FB onsite 后加面 behavioral 是利好吗？

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 histo

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2222">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！

接着贴后面的process
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.

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.

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.

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！

lz可以去quora搜一下，有次看到有人问这个，有fb的hr回答

谢谢楼上的同学Quora,我已经预约了下周的行为电面

找你要reference了吗

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

就是要先从fb的公司culture rule入手吧

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？