I applied through an employee referral. The process took 4 weeks. I interviewed at Intuit (Mountain View, CA (US)) in February 2018.
The interview process had a great start, everyone seemed so friendly. I am a highly qualified analyst from a marketing background, who got referred for a position in HR, i was really worried that it might not be the right job for me which I clearly communicated to the hiring manager, but the hiring manager assured me that they need someone who is talented when it comes to analytics and can translate complex data to busienss insights, and that my background would not a deal breaker. I made it to the final stage where they asked to go to Mountain View to have a 4 hour interview with a panel that were not even there (virtual call) to present a challenge they gave me and ask me questions.
I think all went great, the questions were very basic, and does not reflect the type of questions that should be asked in the big data era. I got a call two days later from the recruiter telling me that The panel were impressed with my deliverables and presentations but I wasn’t not chosen for the role because of my gap in the HR domain. I honestly think i was more qualified than the technical people on the panel, they did not even try to ask me any technical questions, I guess they didn’t want someone that will prove that they are not doing their work right.
Such a waste of time expecting Intuit would appreciate real talents, not fake obedient robots that just talk with no actual productiveness.
- How good are you in collaborating with a team? 1 Answer
suresh ballada in Massachusetts said: can anybody tell me questions/interview pattern for software engineering positions at intuit.
It depends on the level of Software Engineer you are pursuing, but typically a phone interview with a recruiter, a technical phone interview and then an in-person interview with anywhere from four to six people. Sometimes follow-up conversations/interviews need to happen if not all the information was gathered.
At Intuit we focus on certain competencies for each open and motivational fit as well as communication. Competencies could include technical, team building, innovation, leadership, etc. For example, a Senior Software engineer will probably have two people focus on technical for the in-person and then others could focus on innovation, mult-tasking and decsion-making. We use an assessment method that asks behavorial type questions as well.
If you need more detail or have specific questions around an opening, please feel free to email me at email@example.com.
Hope this helps and thanks for asking!