Charter Global Interview Questions
& Process

The interview process involved excellent communication and technical assessments. There were three levels of interviews, culminating in a final HR round where salary and work location were negotiated. I received a good offer during the HR round. The process included many questions about my working style and how I approach tasks. While there wasn't an aptitude test, a meaningful technical test was administered to evaluate my skills and working model.

I was contacted by phone for a consulting role, but the job title and responsibilities kept changing, as did the pay rate. The recruiter was very persistent, calling me often during work hours, even after I asked him to email instead. About a month into the job as a 1099 consultant, I was told I'd have to either incorporate or become a W2 employee with benefits but an $8/hr pay cut. It felt unprofessional and possibly illegal.

So first two rounds were technical, each an hour long over zoom, covering Java, Spring, Hibernate, and Boot. Then there was a managerial round, which was a quick 20-minute chat about my past projects and the technologies I used. After that, HR called to say I was selected and asked for my current offer. I had already told HR my salary expectation before the interviews, and they agreed. But after selection, they said they couldn't match it and I should stick with my existing offer. Such a waste of time.

The interview process was relaxed and comfortable, though it spanned a long time with no real pressure. A principal I knew conducted a phone interview, then initiated formal paperwork. This was followed by a two-day presentation of my proposed role in the conference room, which felt like pitching investors, something I'm comfortable with. My initial pitch ideas are still being used for the job today. Charter Global seems to be a great place to work.