Thatcher Technology Group, LLC Interview Questions
& Process

The interview process was straightforward. It started with an initial phone screen, followed by an in-person interview. I had read some negative reviews beforehand, and they seemed pretty accurate based on my experience. My first in-person interview was with a long-time employee who was initially stern but became more relaxed. He asked basic technical questions about how restful services work, my methods for tracking developers, and my hands-on involvement. The next step was an interview with the owner. I had to wait a bit before the HR person came to reschedule because the owner was dealing with a customer issue, which felt like a red flag about the company's potential chaos. HR also mentioned the owner's interview would depend on the feedback from the first in-person one. A week went by with no contact, so I emailed for an update. They responded with available times for the second in-person interview. I picked a time and prepared for the interview with the owner. I thought the interview with the owner went really well, and we had a good connection, even discussing a potential start date. However, our conversation made me realize the management style was very dictatorial, with the owner needing to approve everything, even minor things like scrum meeting frequency and duration, which is typically an application manager's responsibility. His unpredictable schedule also means critical decisions can't be made independently when he's unavailable. While he prioritizes customers, which is fine, it can lead to developers staying late, past 8 pm. He even expressed disapproval of employees leaving at 5 pm, which I found unreasonable given family commitments. I didn't get the job, but I feel like I likely avoided a difficult work environment.

I interviewed for a position that was supposed to be an hour but ended up being four hours, which made me feel good about their interest. I felt a good connection with the interviewers regarding development and management aspects, and was confident it was a good fit. After waiting a week, I reached out to HR but didn't hear back, feeling like they were avoiding me. This was frustrating as I really wanted the job and had put other offers on hold. I took a personal day for the interview and expected some kind of follow-up. I ended up assuming I wasn't getting the job because of the lack of communication. The first part involved a 35-minute test on programming workflow, which I found outdated and difficult to complete without recent experience, suspecting this was why I didn't get an offer. I believe this method overlooks qualified candidates.

The interview process started after a few weeks of rescheduling due to my availability. First, there was a 35-minute IQ test, which was generally easy, though one question was confusingly worded. Following the test, I interviewed with the manager and then the director. The manager focused on the C# technologies I'd used, even though the job ad mentioned accepting candidates with C++ or Java experience, and seemed less interested in my logical thinking during a programming exercise. The director was more practical, assessing my fit with the team and my understanding of the workflow. Ultimately, it seems the manager's impression influenced the outcome, and I didn't get the job. They said they'd provide feedback regardless, but I never heard back, even after sending follow-up emails, which was disappointing regarding their professionalism.

IS/Developers, and PM's will take a timed workflow test, so study up if you can. BA's get a scenario to write a mock Work statement. It's not too difficult if you know your stuff.