J'ai postulé en ligne. Le processus a pris 4 semaines. J'ai passé un entretien chez Nielsen (New York, NY)
Entretien
3 phone interviews. First interview with recruiter, second with hiring manager, and third with hiring manager’s team. In the last interview, I was asked really strange questions (e.g., what’s your favorite statistical test? do you use r or r studio? what do you do on the weekends?). Given that the last interview was only scheduled for an hour, they could have asked me more technical questions — considering that I was applying to be their Data Scientist.
Also, the recruiter was probably the most unprofessional internal recruiter I’ve ever worked with. Never addressed me by my name in any emails, tried to convince me their Data Scientist salaries are fair for the market (spoiler alert: they’re not), and ghosted me after the 3rd round of interviews. Eventually the HM had to send the rejection email, since the recruiter dropped the ball. Super unprofessional and a waste of the everyone’s time.
J'ai passé un entretien chez Nielsen (Vicente López)
Entretien
Primero telefónicamente se comunicaron y tuvimos una charla en inglés. Luego presencial con alguien de rrhh y finalmente con el líder de equipo del proyecto. En los tres casos tuve la reunión en español y en ingles para conocer mi nivel de habla y lisening.
Interview was of three rounds. First round coding and multiple choice based questions. Second round was technical interview and third round was managerial. All the rounds were pretty smooth and the process was quite transparent.
J'ai postulé en ligne. Le processus a pris 1 semaine. J'ai passé un entretien chez Nielsen (Bengaluru) en janv. 2025
Entretien
Hi everyone,
I recently gave the Nielsen Data Scientist test through HireVue. The questions were simple, covering Python, SQL, and aptitude. However, I strongly recommend Nielsen to not to use HireVue for the hiring process. The section-wise timing was uncomfortable and affected overall performance of candidates.
I suggest Nielsen consider using a single timing for the entire test instead of separate timings for sections. This will let candidates show their strengths and weaknesses better, helping to select the best team for higher company performance. By clustering candidates performance, you can create a team of candidates with different expertise, such as one excelling in aptitude, another in ML, and others in statistics. This way, you can build a balanced and highly skilled team.
Nielsen is a great place to work, but improving the test process would make it even better.
Thank you!