I have been working at Teletrac Navman full-time
- Great people & there have been tons of great new additions in the past several months
- Some exciting things on the product roadmap
- Lots of best practices to learn from the parent company
- Honest people who just want to do their best for the customer
- Interesting industry with a lot of potential for change and growth
- The workload can get overwhelming at times.
Advice to Management
Continue to innovate to stay ahead of the rest of the industry.
I applied through a recruiter. The process took a week. I interviewed at Teletrac Navman (Pleasanton, CA) in August 2016.
A colossal waste of my time. I wish I had read the review posted by the other candidate on August 5th as he too experienced the exact same thing. Had I read his review I would not have gone on the interview. The manager who handled this position is frankly too green and immature. During the initial phone conversation he asked no meaningful technical questions and instead focused on my "people skills". (He should work on his own people skills as I had to ask him to speak up. He mumbled terribly.) At the end of the phone screening he said, "I think you are an ideal candidate. This has been a difficult position to place. I would like to set up a face-to-face with you."
Five days later I went on the interview at their location in Pleasanton. I had two, one-hour meetings with a total of six people. In my 22 years of IT and Operations Management, I never experienced a more-poorly prepared group of people. The questions asked were what I call "dating-game" questions. "What did you think of your co-workers at your last job." and "what was your worst day at work like?", and "what was your biggest mistake in your career?" and "If your manager at your current job was sitting in this room right now, what would he or she say about you?" These were actual questions I had to answer.
I was told this position was a lead management position that would focus on mentoring junior-level developers. Like the other candidate who posted on the 5th, I wasn't asked any meaningful technical questions. The only questions I was asked was "how do you improve slow querying?" and "what is the disadvantage of indexing every field in a table?". Come on, that's kindergarten stuff and suggests these people are newbies.
Like the other candidate I too was told the position was "too senior for my background." Isn't the phone screening and resume suppose to vet candidates in advance so everyone's time isn't wasted? This manager wasted not only my time, but he wasted his company's time, because how I answered about my co-workers' feelings doesn't indicate my management experience or level of technical competence. A smarter volley of questions should have been: "What is your experience in hiring technical talent?" and "what resources would you recommend a junior-level developer use to enhance their technical skills" and "what techniques have you used to inspire and motivate people you have managed?" None of these questions were asked. I felt like I was in that Star Trek episode where all of Harvey Mudd's androids stopped working when they were ask a nonsensical question.
I was told the company had a problem with talent retention. I believe them. That revelation should steer serious candidates away from this company. As it stands, I wasted 10 hours of prep and a half-a-day's pay for this clown show. Take the advice of the other candidate and avoid Teletrac - they are only interested in cheap talent.