Travailler chez Snips | Glassdoor.ca

Présentation de Snips

www.snips.ai
Paris (France)
De 51 à 200 employés
2013
Entreprise non cotée en bourse
Matériel et logiciels informatiques
Ne sait pas / non applicable
Concurrents

Inconnu

Snips is an AI-powered voice platform for connected devices. It enables makers and companies to add voice recognition and understanding to their products or services.

Created in 2013, the vision behind Snips has been to put an AI assistant in every device ... En savoir plus

Mission: Created in 2013, the vision behind Snips has been to put an AI assistant in every device, making technology so intuitive that it disappears into the background.

Avis des employés Snips

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    • Équilibre travail/vie privée
    • Culture et valeurs
    • Opportunités de carrière
    • Rémunération et avantages
    • Dirigeants
    Employé actuel - Employé anonyme - Paris (France)
    Employé actuel - Employé anonyme - Paris (France)
    Recommande
    Point de vue positif
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    Je travaille chez Snips à plein temps (Plus d'un an)

    Avantages

    Temps de travail flexible. Bonne atmosphère.

    Inconvénients

    Le bureau est un peu encombré.

    Conseils à la direction

    Non

Voir les 10 avis

Entretiens chez Snips

Expérience

Expérience
63%
12%
25%

Obtenir un entretien

Obtenir un entretien
71%
29%

Difficulté

3,6
Moyenne

Difficulté

Difficile
Moyenne
Facile
  1. Utile (1)  

    Entretien de Sales

    Employé anonyme - Paris (France)
    Offre acceptée
    Expérience positive
    Entretien dificile

    Candidature

    J'ai postulé en ligne. Le processus a pris 4 semaines. J'ai passé un entretien à Snips (Paris (France)) en février 2018.

    Entretien

    Step 1. The Application Form
    We ask to fill a simple application form. If we want to know more, we just ask about it later during a face to face conversation.
    What we are actually really interested in are the answers we get to the other questions. For instance, we ask candidates to tell us about something they hacked. It doesn’t have to be software, it can be anything. What we look for here is a demonstration of creativity in getting stuff done with very little resources.
    We then ask about a project that they loved, and what challenges they had to solve on the way.
    We also ask about what they would like to achieve in the next 12 months.
    Finally, we ask them about their motivation to join the team.

    Step 2. The Challenge
    This is my personal favorite. Once we selected candidates based on their application, we then send them a challenge based on the position they are applying for. For example, someone applying for a data science position will receive a real dataset and be asked to do something creative with it. They can use any tool, language and library they want, and supplement the data with any other sources. The goal for us is not to obtain a solution to the problem, but rather to see how creative people are in a real-life scenario.
    The challenge itself is hard enough that it takes several hours to complete, but easy enough that it doesn’t require a priori knowledge of the problem at hand. Most importantly, it assesses a candidate’s passion for the subject.
    Once we receive the challenge, we take a thorough look at it, and assess the following:
        creativity in attempting to solve the problem
        expertise in applying the right algorithms
        ability to clearly explain the approach taken
        quality of the code written
    By doing this challenge we found that only people that are truly passionate about what they do will take the time to complete the task. They will put extra efforts in nailing smaller details because they enjoy tackling the problem. Since we designed the challenges to be as close as possible to the actual stuff we face in our daily work, someone passionate about solving our challenge will most likely be a very good fit.
    Many applicants end up dropping out of the process at that stage, which is good, since we can then focus on the really passionate ones ;-)

    Step 3. The Technical Interview
    If we like the challenge and have a good feel for a candidate, we invite them to come meet our team and have a technical interview. The goal here is to dig deep into the knowledge of the candidates, and see what they would need to learn before they can become operational.
    We know whiteboard interviews are not always the best way to assess the fit for engineers, so we never ask things like coding the A* algorithm as if it were a computer science exam — although we value deep algorithmic & theoretical computer-science knowledge.
    What we do instead is try have a very deep discussion about a technical problem we are facing as a company. It helps us assess:
        the technical depth of the candidate
        human skills, communication skills and cultural fit
        creativity, thinking speed, and pragmatism of solution
        ability to pick up new concepts
    Successful candidates often provide very useful insights into the problems we are having. They enjoy the discussion, and it generally feels more like an extremely interesting and deep discussion rather than a technical interview.

    Step 4. The Reference Check
    If the team likes the candidate, we ask for at least 2 references, which must be people the candidate has worked with. Although we didn’t do that in the beginning (it’s kind of cumbersome honestly), we have now started being very diligent about it, as we found it to be a great source of insights on a candidate.
    During the reference call, we go deep and try to understand how the candidate solves problem, works in a team, what their qualities and shortcomings are. What we want to find out are the hidden qualities or red flags.

    Step 5. The Hacking Trial
    Based on the previous steps, the team determines whether the candidate would be a good fit, in which case they get invited for a trial period at our Paris office. The trial lasts 2 days, during which we must ship something together.
    This trial period aims at testing both how productive the person is when working on hard problems, as well as if they are a good fit for the company and the current team. This of course works both ways, and gives candidates a good idea of what their life at Snips would be like.
    Culture fit is in fact so important that we now have a simple rule: when there is a doubt, there is no doubt. To put it simply, you cannot “become” a Snipster. Either you are one naturally and the team embraces you, or you aren’t.
    Finally, We Celebrate!

    Questions d'entretien d'embauche

    • Prepare a market analysis of Snips product.
      Where does Snips best fit if we want to focus on 2-3 industries.
      Which industry would bring most successes in the next 6 months.
      etc.   Répondre à cette question
Voir les 9 entretiens d'embauche

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