Foundever Application Support Engineer Interview Questions
& Process

So for the IT Tech Support role at Foundever, the hiring process started with me sending in my application online. After that, HR got in touch for a first call to screen me. They checked my tech skills and how motivated I was. Then, I had a video call interview on Microsoft Teams with a recruiter. I was asked stuff about fixing tech issues, helping users, handling problems, and some practical scenarios. If that went well, I had to take a technical and language test to make sure I knew my stuff (like Windows, Outlook, networks) and could talk clearly with clients. The last step was a final chat with the client's project manager (Konica Minolta) to see if I could handle remote support and be professional in both French and English. It was a good way to show I've got the technical chops, can react fast, and really want to join an international company that does customer support and IT services.

The interview went ok but when I asked the interviewer it's as if he doesn't know anything about the job posting and the details from the job posting is misleading specially for the pay rate, Also, you'll be joining a video conference with multiple other candidates, and the pay rate will be discussed during that session. As far as I know pay rates should be discussed in private and is confidential. I’ve worked in the industry for 10 years, but the offer I received was lowballed.

There were 3 interview rounds: a recruiter call, a round with managers focusing on behavioral questions, and a round with potential colleagues involving a technical assignment and presentation. For the technical assignment, which had a 72-hour deadline, the task was to install software on several Linux virtual machines created in Google Cloud. Additionally, I had to perform a series of tasks, document them, and prepare a PowerPoint presentation. The people I interacted with were very friendly. I decided not to accept the position for a few reasons: even if the assignment was completed perfectly and extra efforts were made, there was no room for salary or work condition negotiation, regardless of demonstrating readiness or impressing the interviewers. This suggests that internal promotions and performance evaluations might also be difficult to navigate. Sykes was recently acquired by Sitel, which I gathered may lead to reduced benefits and significantly lower bonus amounts, making it seem like a poor time to join. Also, due to (supposedly) expensive training, a legal document requiring a year and a half of commitment was presented, with a penalty of $7000 for early resignation. This place seems more suited for young university graduates urgently needing a job.