J'ai postulé via un établissement d'enseignement supérieur ou universitaire. Le processus a pris 2 mois. J'ai passé un entretien chez Adyen (Amsterdam) en mars 2017
Entretien
Went to an in-house day at the company, where we did a workshop in finding fraudulent payments. There was a company drink afterwards. The next day, I was asked, by email, what I thought would be the possibilities at Adyen and what my availability is. I replied to this email and have not heard anything from them since, even after sending multiple reminders and calling them asking what the status was.
I have yet to experience such an unprofessional HR department, where emails and phone calls are ignored and people that don't get an offer are not informed of this (others didn't hear anything for months, even after going for an interview).
It is apparent that the company is growing at a high rate, but they will not be able to keep up with hiring people if this is the HR department that is in charge of that. Very unprofessional.
Questions d'entretien [1]
Question 1
What, do you think, are your possibilities at Adyen?
Interview process has around 4-5 rounds of interviews including a case interview and the last round is with a management board member. In total it can take around 2 to 3 weeks to do a selection process.
Questions d'entretien [1]
Question 1
Which part of the formula do you identify the most and why
J'ai postulé en ligne. Le processus a pris 5 semaines. J'ai passé un entretien chez Adyen en févr. 2021
Entretien
6 rounds of interviews, each a 30-minute fit interview with multiple questions about your motivations, reasons for wanting to join Adyen, as well as what do you know about Adyen
J'ai postulé en ligne. J'ai passé un entretien chez Adyen en mars 2020
Entretien
Bad experience interviewing with Adyen, mainly because I applied for a specific position (CDD Analyst) but after the first interview got funneled through to their grad programme, NextGen, instead. This without me having any plans of taking on a new degree (which is a requirement for placing in the program to begin with).
It goes without saying that the second interview was extremely uncomfortable, as I basically had to convince two people (a "good cop" = HR lady, and a "bad cop" = NextGen Underwriting team lead) why I wanted a position I hadn't even applied for.