Then when you get through the door for the screen­ing process, you’ll be grilled

FHM (Philippines) - - PULSE -

be tested and in­ter­viewed tech­ni­cally, com­pa­nies/teams will also eval­u­ate if you will fit in their cul­ture. Hav­ing a good work ge­neal­ogy will help a lot. Work­ing at Paypal, ebay, Youtube, Google, and Twit­ter al­ways puts me at the top of the search list by re­cruiters. But the main thing is you have to come across as hard­work­ing, smart, and pas­sion­ate. If they see that, you will get all kinds of rec­om­men­da­tions. Your work will speak for you.

Castillo: My re­cruit­ment process in­volved sev­eral rounds of one-on-one in­ter­views, an an­a­lyt­ics test, a happy hour where we got to meet re­gional team mem­bers of Uber who flew into Manila (since they were still build­ing the lo­cal team), and a panel in­ter­view. Granted, Uber was a smaller com­pany back when I joined and I be­lieve that we now fol­low a more strin­gent process for hir­ing.

Tan: The screen­ing process for Prod­uct Man­agers is su­per com­pet­i­tive, since com­pa­nies re­quire sev­eral years of ex­pe­ri­ence and the skill set cuts across sev­eral do­mains–en­gi­neer­ing, busi­ness and op­er­a­tions, and even sales and mar­ket­ing. For­tu­nately, I was given a chance to take on this role by con­sis­tently learn­ing the skill set and go­ing through sev­eral in­ter­view rounds.

An­to­nio: Only two per­cent of ap­pli­cants get an in­ter­view [in Twit­ter], in some com­pa­nies in Sil­i­con Val­ley, maybe less. That is how com­pet­i­tive it is here. The bar is high and teams are not will­ing to lower it down be­cause they don’t want to pay the price if they don’t get that A-type can­di­date. In a nor­mal tech com­pany you go through two phone screens, each one lasts for an hour. If you pass you go on-site for an in­ter­view, which usu­ally lasts for three to four hours. You will not only

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