TELUS Digital Interview Questions
& Process

O processo foi super rápido e organizado, uma experiência muito boa no geral. Levou menos de um mês, o que é ótimo comparado a outros processos. Foi bem direto: RH, depois técnica, depois gerente e por fim RH de novo com a proposta. A entrevista técnica foi uma conversa, sem live coding, mas bem completa e 100% em inglês. Cobriram bastante coisa de engenharia de software e ML, tecnologias, cloud, pipelines de deploy, LLMs, e avaliação de modelos. As perguntas foram super coerentes com a vaga. A entrevista com o gerente foi rápida (uns 30-40 min), focou na minha trajetória, liderança técnica e objetivos. Depois disso, RH e proposta rápida. Não aceitei porque outra proposta era melhor, mas o processo foi muito bem conduzido. Parece interessante para quem curte IA aplicada com um toque de pesquisa. Recomendo.

The hiring process started out pretty standard and organized, but it got kind of confusing and all over the place as we went on. First, there was a call with HR where they mostly checked my English. Then, I had to do a test that took almost an hour. The next call was supposed to be about my availability and days off, and they mentioned another test. But then the fourth call was totally different and focused on saying I probably couldn't get time off, explaining that it's up to management and how long you've been there. A big thing they kept bringing up in lots of calls was if I'd need time off in the next three months. I only asked for four days, and I could have even worked around them. But in the end, HR said it was unlikely I'd get any time off because the manager handles it in a specific way. When I said I understood I might not get holidays in the first year but would expect some the next, they said nothing was guaranteed because the manager has preferences, with no real explanation. A major issue was how unclear the time-off rules were. They said it's based on how long you've worked there, but didn't explain how it's fair. When I brought up real situations, like working on important personal dates or holidays, they didn't really address it and just acted like it was a problem. They also brushed off my concerns about free time. The vibe changed, and HR started questioning my approach with customers, asking if I'd be as blunt with them. They implied I seemed annoyed about the time off and wanted to make sure I was a good fit. It felt like they were avoiding the main point and shutting down the conversation instead of answering a legit question about work-life balance. Also, one call wasn't scheduled, and it wasn't clear it was an interview step, but later I was told I 'didn't pass.' That call was hard to follow sometimes—repetitive, disorganized, and they got defensive when I asked questions. Some questions didn't seem related to the job, with confusing hypothetical situations. The call ended suddenly with no clear wrap-up. So, while it started well, the process had major communication, transparency, and consistency problems. It also felt like direct, reasonable questions about work-life balance weren't welcomed, which made the whole experience unclear and unprofessional.

Started with a quick chat with HR, either by phone or video, just to see if I was interested, had the right skills, and what my background was like. They asked about my previous projects and how I've dealt with different situations. Then there were some skills tests. If you're applying for a Rater or Analyst role, you'd have to study some guidelines and do annotation tasks, like rating search queries. For Developer or other technical jobs, it's more like skills tests or coding challenges, maybe using tools like Jenkins or Terraform, or even building stuff. After that, there was a more in-depth look at my work, possibly involving a presentation or talking through my projects, data pipelines, or how I'd build dashboards. The last part was an interview with a manager or a panel, mainly about my experience, what I know about the field, and if I'd be a good fit, often with questions about my projects and what I'd do day-to-day. Oh, and sometimes they also do personality tests, group interviews, and background checks.

Applied online and heard back from a recruiter about a month later. Had a brief phone screen with them about my background and the role. There were two more rounds: a technical skills deep dive with a product lead where I'd present a product I led and discuss a product scenario, followed by a case study where I'd act as a product lead responding to a client. I didn't make it past round 2, but the recruiter gave me good feedback on the skills interview. If you've been an IT product owner or IT business analyst, this should be manageable.