Tegra interview questions

porque esta interesado en el puesto

The interviews started with them explaining the role and about the company. Then they ask you about your past work experience and your resume. Next, they move into standard situation/behavior/outcome questions (google STAR or SBO interview method), then they ask if you have any questions. The president of the company spoke for what seemed like 45 minutes describing his work history and talking about the company. He then glanced at my resume and told me I was overqualified for the position and that if an offer was extended, he believed I would not stay with the company long and would leave when the job market heats up. He didn't really give me much of an opportunity to explain that at this stage in my career, i'm not looking for money, a fancy title, etc. The reality is that the schedule worked perfectly for my family life, the benefits are good, and the pay is decent. I would have stuck around indefinitely and waited for a growth opportunity within the company if given an opportunity. I was transparent with the recruiter during the interview process and explained I had an offer from another company. HR worked with me and scheduled the first interviews quickly, but the interview with the president of the company was about a week after the first interview. I ended up losing the offer from the other company because I took too long to accept due to interviewing with Tegra. That is completely my fault, and I should have accepted the other offer while interviewing with Tegra. However, it seemed like the President of the company had made up his mind not to extend an offer prior to having me come in for the second interview, so why waste my time? Overall, I'd say if you are looking for a supervisor or management position, it seems like a great company to work for and some of the prior negative reviews reflect prior leadership before the company merged with other companies. However, apply for a role that is equivalent or slightly above your current experience level because they do not seem to hire top talent to get them in the door and groom them for future growth/ promotion potential.