People Tech Group Interview Questions
& Process

The interview process involved two technical rounds. TR1 was a technical round that started with introductions, then moved on to data structures and algorithms questions where I had to discuss different solutions and their time complexities, and finally write clean, optimized code. The interviewer was friendly and wanted me to explain my thinking. It was a straightforward interview. TR2 focused on coding and Java/Spring knowledge. I had two coding problems: one about string pattern matching and another about filtering and deduplicating a list of custom objects using maps and dates. They also asked conceptual questions about Java exceptions, authentication vs. authorization, and Spring's @ComponentScan. It was interactive, requiring clear code explanation, optimization discussion, and solid understanding of core Java and Spring concepts. It was a good mix of coding and backend knowledge.

HR called me and immediately lowered my expected CTC, but I agreed to continue. There were two technical rounds planned. The first was easy, covering basic DSA and Python. The second was also easy, focusing on the basics of designing a system like Uber, including microservices and their communication, without requiring deep knowledge. I passed both. Then, I submitted my documents. HR asked for an offer letter from my previous company, which I had downloaded but the email got deleted. I provided alternative proof like bank statements, Form 26AS, and regular emails from my past employer, plus documents from another previous organization. They seemed to be wasting my time, so I declined their offer and accepted a better one elsewhere. Overall, the HR was unprofessional, questioned my 6 LPA salary for a first job (implying it was too high compared to their low pay), and the interviews were quite basic.

So, the interview process for this role involves a face-to-face or video call that usually lasts about 60 to 90 minutes. You'll be facing a panel of 2 to 3 people, likely including a Technical Lead, a Test Manager, and someone from HR. Make sure to check out the People Tech website beforehand so you know what they're about and what products they make. It's also a good idea to brush up on common testing methods and tools. Be ready to talk about your hardware testing, troubleshooting, and analysis skills with specific examples. Practicing your answers to behavioral questions using the STAR method is key. Oh, and don't forget to bring copies of your resume, any certs you have, and other relevant papers. Just a heads-up, common mistakes people make are not researching the company enough, not having concrete examples, communicating poorly, or not knowing the standard testing tools and methods. The salary for a Hardware Testing role here is expected to be in a certain range, depending on your experience and what you bring to the table.

I got shortlisted from Naukri and had to fill a google form with job and salary details. Then I got a mail with slots for further rounds. I attended a walk-in in Hyderabad and took an aptitude test. After results, 5 out of 20-25 people were selected. I then had an HR interview where they explained the internship. Later, I received a selection mail and was asked to submit documents for the offer letter. After a few days, I had to submit a self-intro video. The offer letter was sent the next day.