Perot Systems Interview Questions & Reviews

Interview Details Pretty Simple Hiring Process.

You go through HR round then couple of technical rounds wherein, Team leaders usually take your Technical rounds. After Clearing that you go though 1 or to Management rounds where BU head usually takes your final round.

Negotiation Details – You can Negotiate your salaray. Hr does take time to revert back for negotiations as approvals come from BU.

Interview Details 2-3 round of technical interviews.
Technical interviews are good (for me it was for J2EE). In interview they will make you feel like there is so much good work. But in my case actual work was of support.
Prepare to be interviews for multiple projects.

Negotiation Details – Their HR department is miserable for both pre and post hiring support. Here your negotiation skills metters. Don't be in hurry, judge till what extent they require you. If there is an urgent opening and you have some rare skills you can negotiate a fortune otherwise if requirement is not urgent or there are many options available then they can even offer less then you current CTC.

In short do you homework and ready for long negotiation.

Interview Details The interview was quite in detail and not really brief. Each interview be it phone, in person & in group took about almost an hour. A lot of information was inquired regarding understanding of business and its clients, the importance of it, the skills set on IT tools used in other & existing job.

Interview Details I got a call from the HR for a requirement of Sr. Software Developer in JSF.
I had a technical interview over phone for about 30 min.
Next day I again got a call from HR for 1:1 interview, which I was not able to attend.

Interview Details Since i applied from college, i was asked to take an aptitude test, technical test and HR round. Aptitude test is very easy. You have be concerned about your speed than difficulty level to clear it. Technical was not at all difficult. HR round is just a confirmation that you meet the quality standard. The aptitude test is the most important - very high cut off, only 10-15% selected.

Negotiation Details – None encountered as I joined as fresher. Otherwise, as per other people's experience, it is little difficult to make them negotiate on something you agree with. But then it is very case specific. Works just like demand management. If you have what they are in dire need of, you will get what you ask for.

Interview Details Initially asked about my project
then asked few basic questions...

Interview Details Most crazy weird interview I ever gave in my life. There were two interviewers. They themselves were not sure how to begin the interview. Big confusion, one said, he will start asking Core Java questions. Other one said, no, "lets ask him to talk about himself". :-)
They started asking Core Java questions, it appeared as if they interview people just to show their power, knowledge and abilities (although I think they themselves were not sure what they were talking about). BIG MESS!!! It went on until I finally said "Thanks" out of frustration... :-)

Interview Details initial screen with recruiter, follow up with technical phone screen, panel interview with multlple team members in a boardroom setting at the client site. panel interview held in an intimidating boardroom setting overlooking a trading floor.

Interview Details Here's HUGE tip for those of you who don't have direct experience in this role (aka Coster). The job description is going to sound like it's a heavy hitter M&A role -- working deals, deal structuring, fixed price, variable pricing, unit pricing, blah blah blah. What this job really is is budgeting/forecasting/modeling/financial analysis. That's it. Just estimating. Course, there's a lot to learn in terms all the IT cost components and acronymns etc. but that's easy enough to learn. The folks in these roles like to think that they're heavy hitter deal makers, but they're just model monkeys. It's a great job where you can make some serious cash with just 3-5 years of financial analyst experience -- finance degree is a must (accountants don't get these roles and this is a very clubby group -- used to be 95% male and likely still is).


Recruiter
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First interview will be a telephone interview with the recruiter who will be clueless about this role. She (most a likely a she) will be familiar with all the other accounting and finance roles but this one. This is a 'mystery' group to everyone but those who work on deals. All you need to get across to the recruiter is you're competent in accounting and finance, AND you're a heavy hitter type (what I said above) and toss out terms like NPV, IRR, ROI, Risk adjusted pricing, blah blah blah and come off a little bit cocky (confident cocky, not jerk cocky). You'll be a shoe-in for the next round

Team Interview
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This will be 3-5 people comprised of 1-3 future team members in the same role, a supervisor/ manager/ salesperson not in that group but works with the team and anyone unlucky enough to be wandering the halls when they're a person or two short..

Expect a bunch of dumb interview questions. None of these people are likely to be skilled at interviewing. All they are trying to assess is whether they personally like you and if you will fit their team and buy in to the culture (heroics, can-do attitude, whatever-it takes, 24x7, etc.,. go getter, self starter, yada yada). Competency questions are a given.

Hint on Team Fit: every team thinks they are the whackiest, funniest, coolest team around. Without going overboard, be sure to inject some humor and get a few laughs -- shows you're an average Joe or Jane just like them.

More Importantly, get them talking about their roles, their team, the culture culture and display ACTIVE INTEREST in every single thing they say. Parrot back using their themes with your experience and career interests. You'll have them eating out of your hand.

Hiring Manager Interview
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You've obviously have gotten a thumbs up at this point and could well be the only candidate in the running have the job as long as you don't dork this interview up.

The hiring manager will have been briefed and will place the most emphasis his/her direct reports' assessment. Hint: those are the people to win over in the team interview. But there could be 1-2 more, but not likely for this role. . Nail these three areas and you're hired.

• Competency (can quickly learn what you don't know), Adaptability (can work with anyone), Work Ethic (whatever it takes)
• You're going to stick around (two years minimum)
• Individual performer ( can figure out what to do and how to do it on your own,. i.e.,you're not going to be a whiny pain in the ass)

 Realistic salary/bonus expectations is a given.

You're likely to be asked about your career objectives, plans, desires, etc. by the hiring manager which really means are you going to stay in my group? You're answer should be 'My career objective is to have your job when you're promoted to CFO!" or something like that. It says everything he wants to hear plus confirms his own genius.

If during your team interview somebody asks time-honored I'M-AN\-IDIOT interview question"Where do you see yourself in five years?" Say "Celebrating the fifth anniversary of you asking me that question!" (Mitch Hedberg) Then give 'em your canned answer and make a mental note to yourself to make sure that person isn't on team interviews for your hires once you become the manager.

Don't deviate from this script and you'll be bitching about your new job in no time.

Negotiation Details – Take it or leave it.