1ª fase conversei com rh 2ª fase com a gestão da vaga 3ª case online apresentado com feedbacks positivos fiz contato com o rh mas não tive retorno, pois estava de férias, só tive uma resposta 3 semanas depois, disseram que eu não tinha feat com a vaga mas para outro time sim, fui para a 4ª fase que não existia porém me colocaram. 4ª fase bate papo com o gestor do qual disse que me via na oportunidade que eu poderia ter crescimento e carreira. 1 semana após fiz contato mais uma vez com o rh, e o rh me retornou no dia seguinte com um feedback negativo porém completamente diferente do que o gestor tinha me passado. Do qual o mesmo afirmou que me via na vaga. Muito desorganizado causando ansiedade sem necessidade e sem dar retorno ao candidato.

Once I applied, a person from the Talent Acquisition Team reached out to me. They were friendly and fast to schedule an interview. I left satisfied. Here is a general outline of the interview process: Resume screening: The first step in the interview process is often a resume screening. This involves reviewing the candidate's resume to see if they meet the basic qualifications for the job. Phone screening: If the candidate passes the resume screening, the next step is typically a phone screening. This is a brief call with the candidate to ask some initial questions about their experience, skills, and interest in the job. First-round interview: The first-round interview is typically conducted in person, by phone, or over video conference. This interview is usually conducted by the hiring manager or a member of the HR team and is designed to assess the candidate's skills and experience in more detail. Skills assessment: Depending on the role, the candidate may be asked to complete a skills assessment or test to evaluate their technical skills or other abilities relevant to the job. Second-round interview: If the candidate passes the initial interview and skills assessment, they may be invited back for a second-round interview. This interview may be with a different member of the team or with the hiring manager again and is typically more in-depth. Reference checks: After the second-round interview, the employer may conduct reference checks with the candidate's former employers or colleagues. Final interview: The final interview is usually with a senior member of the organization or with the person who will be the candidate's direct supervisor. This interview is designed to evaluate the candidate's fit with the organization's culture and to make a final assessment of their suitability for the role. Job offer: If the candidate is successful in the final interview and reference checks, the employer will typically extend a job offer to the candidate.