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Streamark interview questions
based on 2 ratings - Updated Sep 27, 2023
Averageinterview difficulty
Very positiveinterview experience
How others got an interview
50%
In Person
In Person
50%
Applied online
Applied online
Interview search
2 interviews
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Glassdoor users rated their interview experience at Streamark as 50% positive with a difficulty rating score of 3 out of 5 (where 5 is the highest level of difficulty). Candidates interviewing for Web Developing Consultant and HTML Developer rated their interviews as the hardest, whereas interviews for Web Developing Consultant and HTML Developer roles were rated as the easiest.
The hiring process at Streamark takes an average of 1 day when considering 2 user submitted interviews across all job titles. To compare, the average duration of hiring at similar companies like BlackRock, Inc. is 14 days, Fabricated Software, Inc. is 2 days, and Apple Inc. is 21 days. Candidates applying for Web Developing Consultant had the quickest hiring process (on average 1 day), whereas Web Developing Consultant roles had the slowest hiring process (on average 1 day).
I applied online. I interviewed at Streamark (Bucuresti)
Interview
Questions about HTML and how it works in a layout, to build an interface and css also frameworks like bootstrap, tailwind. Good to know JavaScript with ajax calls to call back-end api.
I applied in-person. The process took 1 day. I interviewed at Streamark (Bucharest, Bucuresti) in Nov 2014
Interview
After being rejected for a Web Design Consultant position within the same company, they aggressively started recruiting me for a Web Developing Consultant position - I guess they needed much more help in that area, plus I was more of a match with the second position. I knew two of the three managers beforehand, so the actual interview was in a rather relaxed, friendly setting, with both me and the employer knowing they needed my skills ASAP, which quickly shifted the focus of the interview from assessing the required/offered skill-set, to negotiating the actual retribution. The three managers played a kind of volley with the decisions regarding me (a kind of weird passing on of the decision responsibility from between them, like a hot potato). This led to a murky and unclear set of terms regarding both the payment and benefits.
The "murky" and "unclear" set of terms were perfectly expressed in the contract that was signed between the company and the free-lancing/ externalised resource in question (who now poses as a former employee). There was no "hot potato" involved - two of the managers took the responsibility for this collaboration, over the third. The issues were in relation to the candidate's capabilities/ portfolio and general attitude, as observed in previous collaborations. At the end, seems like the third manager was right...
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