The final ONSITE Interview is next week on Tuesday!
LETS FREAKING GOOOOOO.
Thanks for all the encouragement from the last post. I had to go through several other virtual interviews and wait to get to this point, but I cannot wait!
I am now cramming Linux Commandline courses 
Does anyone know of good resources I should review?
Ich DrĂĽcke die Daumen!
Congrats!
At this point most good employers want to see if you will fit in with the team, and how you interact with future team members. Don’t act nervous, if you don’t know the answer to a question don’t try to come up with bull. It is okay, if you don’t know. Tell them and ask what the answer they were looking for was, and then ask follow on questions. Show them you can hold your own, are inquisitive, and willing to learn. Above all exude excitement for the job.
A good employer will generally take a less qualified candidate if they check all the intangibles boxes. Also draw on prior experience in other fields. Unique perspectives are constructive for building a good team.
Pay attention to their body language, and other social cues. Good luck.
“Epicor provides enterprise resource planning (ERP), customer relationship management (CRM), supply chain management (SCM), and human capital management (HCM) software to business customers in both software as a service (SaaS) and on-premises deployment models.”
Dang this has been in business as long as Texas Instruments back to the 70’s. Now that’s an established company. Many people dream of latching on to startups but there’s something to be said for longevity.
Anyways…they specialize, if I had to guess from the wiki blurb, in HR and payroll software services. What kind of linux commands do you think you need to know? More on the server side? Or the software writing side?
For the sake of efficiency I guess I’m saying you could tailor your linux command site research request to the forum to a less generalized area…my god now I’m overthinking it and getting nervous for you!
Congrats kid! Also—
@nadb
^ ^ ^ ^ ^ ^ everything he said
Forgot one thing make sure you do the traditional follow on email thanking them for considering you, and for everyone’s time. It can be the item that tips the scales.
Anyway you got this.
Side note Q, I’ve always been one to follow up on interviews and any sort of communication. During my last Virtual Interview, the interviewer mentioned I was “aggressive” in the amount of follow-up emails I sent. To make a long story short, the first interviewer was out of the office and forwarded me to another employee, we talked a bit then she was out of the office and forwarded me to another employee. This went on for a few weeks until I got back from the original interviewer to schedule a virtual interview where one of the more technical higherups mentioned that.
I think the amount of emails I sent was proportionate to the number of referrals and “cold shoulders” I got but should I consider toning down the amount?
Yes, it is a balance. You want them to know you are interested in the opportunity but not fear that you will be high maintenance.
Good on ya, good luck and best wishes for the next part
Continual emails will appear aggressive. If had one email per person you interviewed with that would be reasonable, particularly if they were not probing. i.e. a simple thanks for you time, and consideration. Hope to hear more about this opportunity (i.e. subtext I continue to be interested).
At that point the ball is in their court. You send no more unless you are super interested, and then you wait 3-4 weeks and reach out to the last person you communicated with unless someone was indicated as the hiring supervisor or person in charge of the interviewing process. In this case you simply reiterate your interest, and ask if you are still under consideration. No answer it is over, answer it is not. Rinse and repeat. Regardless you should be sending out your resume for other opportunities while the process is ongoing.
The hiring process can be quick less than a week (RED FLAG USUALLY) or up to 3 months. When it takes longer, it usually means they have a 1) well established process, 2) are doing their due diligence for the company, and 3) if you do get hired they are confident you will work out.
Where I work the process was longer. I had a similar situation, lots of experience in a variety of fields at all levels, and a passionate desire to move into the IT field. From first contact to hiring was roughly 3 months (It started early December and I was onboard early February). I have seen this process go quicker based on time of year, but universally the process is measured, and detailed. Recruiter/HR calls initial phone interview → Team Member calls and does an initial details oriented interview → In person or virtual full interview last 4 hours with bio breaks and a lunch with some team members followed by a talk with the manager of the group you are looking to join → Getting an offer from the company if they choose to hire you. We have very low turnover and the work environment is great.
Companies I have worked for in the past have much less detailed hiring processes and turnover is much higher, they also kind of sucked to work at. Is there a direct correlation…I definitely think so.
Another issue here might be generational. I have noticed younger people “talk” alot more via email, chat, text than I do for instance. Learn a measured approach, silence is not always rejection, often it is someone taking time to make a good decision. With a company that has been in business as long as they have it is often the later.
