ShoreTel Interview Questions
& Process

I had a phone screen with the recruiter and then a phone interview with the hiring manager. After that, I had an onsite interview with 5 employees. The recruiter knew I had a time constraint because of a family emergency. They told me they would email my interview schedule on Friday, but I didn't get any confirmation until Monday, the day of the interviews. It was super last minute, and I had no idea who I'd be meeting or any chance to prep. I also had to complete a detailed written application asking about my background check history, ethnicity, and disabilities. I was told recruiters and the hiring manager could see this info, which usually should be kept private until after hiring or only seen by specific people to avoid bias. When I didn't get the job, I wasn't even called; I just got a generic rejection email from Jobvite, which was surprising since I made it to the onsite. I asked the recruiter for feedback via email but still haven't heard back after almost 2 months. The HR department seems pretty disorganized.

Terrible approach for interviews. Started with a phone screen, then a 6-page job application with salary info. After that, a phone interview, followed by an onsite interview with 4 rounds. Had to bring the filled application. They reviewed the application, skipping to page 2 for salary and references. For a company that pays below competitors like Cisco, Polycom, and Avaya, they are very demanding and disrespectful of privacy. High turnover rate due to poor management based on my questions. They pressure you on salary requirements to weed you out. The interview itself was easy, focused on getting your requirements to hire the cheapest candidate. Don't go here if you value your personal info. Total waste of time.

I applied online. Then I had an HR phone interview in late February 2016, which went well. They said I was well-qualified and had the experience they needed. Next, I had a phone interview with the General Counsel, which also went very well. They mentioned they'd be making a decision in a few weeks as they needed someone urgently. After about four weeks, I completed three separate phone interviews with other lawyers at the company, all of which went great. I was told it was down to me and one other candidate and that a decision would be made the following week. I then followed up, and they requested another video-phone interview with the General Counsel, stating it was between me and another candidate. However, they wanted to wait another two weeks for this final interview, which was difficult as I had other offers to consider. It seemed like a perfect fit, but the company's indecisiveness was a concern.

They started with a phone interview covering C and C++ basics, not too deep. Then I was flown to Austin for the onsite rounds. The first onsite round was an informal chat with the manager. The second round involved a design problem where I had to create an OO solution, which I did. The third round was a bit strange; the interviewer just listened to me the whole time. In the fourth round, I was asked to present and demonstrate a C++ project from my resume. This is where I made a mistake, as I presented a project that was half C and half C++. Even though I did well in the first three rounds, this mistake cost me the job.