Pročitajte iskustva radnika iz Srbije, Bosne i Hercegovine, Crne Gore, Hrvatske i regiona pre nego što se prijavite za posao. Stvarne plate, odnos menadžmenta i uslovi u kancelariji ili proizvodnji – na jednom mestu.
Privatno osiguranje.
Plate premale za onoliki stres, sve više posla bez povećanja plata, nepoštovanje zakona.
Hibridni način rada.
Nema bonusa za ljude koji rade global support. Nema izvesnog godišnjeg povećanja. Kvalitetni ljudi, ali loš menadžment.
Spas za očajne.
Plata, posao, lokacija, mobing. Nedostatak iskustva menadžmenta.
Fizički nije težak posao.
Rad sa različitim profilima ljudi, rad u tri smene, rad vikendom i praznicima.
Privatno zdravstveno, hibridni način rada.
Zastarjeli sistemi, neki timovi su jako loši. Ako znaš da se ulizuješ, možeš napredovati. Malo dana odmora, jednake slobodne dane za sve bez obzira na obrazovanje.
Odlična atmosfera i tim, dobra saradnja.
Nepravda u povišenju plata, lojalnost se ne nagrađuje.
Kolegijalnost.
Kradu pošteno zarađen novac zaposlenima. Užas. Lopovi. Ne plaćaju na vreme i daju manju platu od zarađene.
Odlične kolege koje podržavaju timsku atmosferu.
Plate su smanjene, loše rukovodstvo.
Prijava, plata, odnos prema zaposlenima generalno.
Manjak zainteresovanosti, loša motivacija i sertifikacije.
Mogućnost usavršavanja.
Nestabilna situacija s kupcem.
Dva slobodna dana i koliko-toliko redovna plata.
Krvničko radno vreme. Odmor smanjuje dnevnice.
Nesvakidašnje radno mesto, raznolikost zanimanja, mogućnost napredovanja i učenja.
Radi se subotom, a ništa se ne postiže.
Nema pritiska sa HTEC strane na programere.
Programeri su prepušteni volji klijenata bez pomoći menadžmenta. Nedostatak transparentnosti i nema povećanja plata.
Nema prijavljenih dobrih strana.
Nezainteresovanost nadredjenih za kvalitetniji rad i bolje uslove. Primitivno znanje i nabedjenost dovode do loših rezultata. Postaje neizdrživ rad, biraju se sve lošiji radnici jer niko normalan neće dugo raditi u ovakvim uslovima.
Stalna plata, dobar posao za početak karijere.
Neiskusan i neprofesionalan menadžment, nepotizam, preuzimanje projekata bez dovoljne radne snage.
Dobra kafa, grickalice, sokovi i sladoled. Fine prostorije.
Traže juniorsko znanje na praksi kao da nije praksa, nego zaposlenje. Čekanje za praksu je 3 meseca.
Dobri benefiti.
Zavisi od tima; može biti od super do pakla. Uglavnom nema mnogo mikro menadžmenta, ali opet zavisi od tima.
Pozicija je loša, previše posla, mala plata, loši team lideri, nema mogućnosti napredovanja.
Kako je izgledao procesI believe the process was neither fair nor reflective of my abilities and skills as a professional. Allow me to address my concerns in detail: Technical Assessment: I dedicated 2.5 hours to complete the technical test, achieving a 100% success rate on every question, including the JavaScript task, where I delivered the most efficient and accurate solution to the problem. This clearly demonstrates my expertise and technical capability for the role, which makes your assessment of my qualifications seem inaccurate and subjective. Thomas GIA Test: The General Intelligence Assessment (GIA) was particularly problematic as I was not provided the option to take it in my native language, Serbian. Having to complete this in English, which is not my first language, placed me at a significant disadvantage. Language fluency directly impacts performance on such tests, particularly those requiring quick comprehension and reasoning. This factor unfairly penalized me and did not reflect my actual aptitudes or abilities. Respect for Candidates: Your email mentions the high volume of applications Canonical receives, yet this should not be an excuse to disregard the time and effort candidates invest in your hiring process. Completing the assessments and application process took considerable time, only to be dismissed without any constructive feedback. This is disrespectful to candidates who approach your organization with professionalism and genuine interest. Cultural and Language Bias: The lack of support for candidates who do not speak English as their first language raises serious concerns about inclusivity and fairness in your recruitment process. Such practices could be viewed as discriminatory, especially when candidates are judged by criteria that do not take their backgrounds into account. Legal and Ethical Considerations: I am particularly disturbed by the unfair disadvantage imposed by the GIA test's language limitation. If such factors negatively impacted my evaluation, I view this as a violation of my rights. It reflects a lack of consideration for diverse candidates and their cultural and linguistic contexts. Given my experience with Canonical's hiring process, I feel obligated to share my experience on public job board platforms to warn other candidates about the time-consuming and seemingly inequitable process. I hope Canonical reflects on this feedback to improve its recruitment practices and ensure future candidates are treated with the respect and fairness they deserve.Pitanja sa intervjua Technical test - 2.5h (Javascript 14 questions + JavaScript task) Thomas GIA Test Writing the document about previous experience - 12 questions
Kafa za rođendan po ceni od 40 dinara.
Sve je loše: male plate, neorganizovanost, nestručni ljudi, opšta nekultura.