GetYourGuide

Vorstellungsgespräche

Verbesserungsvorschläge

I had a positive initial impression of the team and the role, and the interview conversations were professional and engaging. However, I was asked to prepare a case study within 5 days as part of the process, which required significant time and effort.
After submitting the case study, I was informed that they had decided to move forward with a candidate who was already further along in the process, and I was not given the opportunity to present or discuss my work.
While I understand that hiring priorities can shift, it would have been helpful to align on candidate timelines before assigning a substantial case study. I would encourage clearer coordination to ensure candidates’ time and effort are respected.

Bewerbungsfragen

Verbesserungsvorschläge

I am writing to share my deeply disappointing experience with GetYourGuide company's hiring process. On 21.05.2025 at 05:00 pm, I had a scheduled interview for the Senior Systems Administrator, Applications & Automation position. I joined the meeting promptly and waited for 15 minutes, but the interviewer never appeared.

Despite this unprofessional incident, I received no apology, explanation, or follow-up from the company regarding the no-show. Worse, after a week of silence, I was sent a generic rejection email that made no reference to the missed interview.

Ghosting candidates reflects poorly on your organization’s values and respect for applicants’ time. The lack of accountability—especially sending a rejection without acknowledging your failure to conduct the interview—is unacceptable. I hope this feedback encourages meaningful improvements in your hiring practices.

Bewerbungsfragen

Verbesserungsvorschläge

I had 5 rounds of interviews with getyourguide. In the initial rounds and even after the assignment I was told by the HR from feedback from hiring manager and another team member that I was more analytical skills than the other candidates and more structured. In hindsight now looking back I think this was just done to keep me interested in the role and "warm" so I wouldn't withdraw before the final round. The presentation phase came followed by a Q&A that seemed very strange. They were asking me a lot of questions about my current company and how they could use things we are using for their business purposes, which should have been a red flag to me but again 20-20 is hindsight. They were taking in-depth notes which also seemed weird to me. It was less like an interview/two way conversation and more like someone there just to write down all my ideas. The next day I had a call with the HR who seemed extremely nervous. She didn't make eye contact with me and said they haven't yet made a decision and any moment a decision will be made. Next day I got a rejection saying another candidate had answered more in detail in the Q&A than me. This whole thing seemed extremely shady and I later found out that the position that I was interviewing for was already filled internally even before being advertised. So why did they interview external candidates, just to get ideas?

Verbesserungsvorschläge

I was reached for this position in the first place.

What I found quite strange is that the position specifics were not even clear yet, but it was paid more than a hundred thousand euro per year.

This connotes an approximative management of the budget, you open a overpaid position and do not even know exactly for what? How american...

Anyways, the screening was through Codilty, which in my opinion is a mediocre tool with quite a bad UX that hinders the capabioity tomsolve the problems.

The problem chose by the hiring manager had nothing to do with software engineering and was just your average medium-hard leetcode. Please choose a better set of questions instead of a bland problem with 80 minutes of time and pseudo screen monitoring.

By the way, there are several methods to go around the poor "proctoring" of the tool, the issue is that as soon as I saw the problem, I did not even want to bother doing it...

Please, say as early as possible if you use leetcode questions so that candidates can use their valuable time elsewhere.

Verbesserungsvorschläge

Als Zeichen der Wertschätzung (nach einem Interview), Gebt den Leuten eine Rückmeldung. Aktuell sind es bei mir 5 W. nach dem Gespräch und immer noch nix. Auch meine Anfrage blieb unbeantwortet.

Verbesserungsvorschläge

Recruiter come prepared and be more respectful of candidates time

Verbesserungsvorschläge

Got rejected after the director asked me 2 questions. Sure, she decided that she does not want to work with me after 30 minutes of interview, but one feels like "You have not gotten to know me or what I'm capable off."

It was all too quick and condescending when the director with little prior CS experience rejects some one with +15 years of experience after asking two silly questions.
If you chose to make a decision within 30 minutes and 2 questions then these questions could have been provided in advance.

Clearly the decision was made upon a first impression which is a poor process and unprofessional - their loss.

Verbesserungsvorschläge

It took weeks between several stages. Very unprofessional setup, humorless interviewer. But the other review speak for themselves - horrible company.

Verbesserungsvorschläge

In der heutigen Zeit ist Kommunikation alles. Wenn man schon auf Bewerbungen nicht reagiert, ist das kein gutes Anzeichen für eine gesunde Firmen DNA. Ich denke jeder wird gleich handeln, eine weitere Bewerbung ist ausgeschlossen und positive Gespräche im eigenen Netzwerk sind nicht gegeben.
Als Tech-Unternehmen sollte zumindest ein automatisierter Absage- oder Feedbackprozess gegeben sein! Ich frage mich, wird den jeder Bewerbung tatsächlich angesehen oder ist der HR Bereich masslos überfordert!

Verbesserungsvorschläge

I did not receive any feedback after applying 6 weeks ago despite the automatic confirmation email after submitting my documents. I had meanwhile followed up via email to ask if they could give any kind of feedback but also here no response.