Panel is good and supporting throughout the process. the have 2 coding round and1 Low level and 1 high level system design round. Final is Behavioral round, where they put you in customer facing situation

This was the second time that I interviewed at VMware. I am well suited to conclude that VMware has some of the worst people working over there. I have honestly never faced such interviewers in my career and I have recently interviewed at many places. Just like the first time, this time as well the interviewer assigned to me for the first round had a very bad behavior. He joined late, stated that he has experience in only Java even though the profile is of C#, .Net. The first round was supposed to be around LLD, OOPs, problem solving etc but he asked me a DSA question(DSA is round 2). I was able to come up with the approach but only because I had to ask the interviewer to "let me think" because he constantly kept talking. He clearly had no experience or training or skill to interview people. Once I somehow managed to speak and tell the approach, he told me to choose any preferred language and I went with C++ as he had mentioned he anyway has no experience of C#. Instead of letting me code the solution, this guy started arguing with me about the syntax of C++. I had to teach him each single keyword, line, why or why not because my solution was not a word by word copy of the GFG solution he was referring. He kept frustrating me with stupid asks: Why am I not writing a comparator(because it is not needed?) After a while, it got so exhausting to tolerate him that I requested to quit and end the interview within 25 mins. I requested for a reschedule and he showed the worst behavior after this. Even though he was the one who was clearly the problem from the onset, he started making absurd remarks because his ego got hurt when I mentioned that I lost my thought process due to so much unreasonable and unnecessary adamant interruptions around C++ etc. He blabbered that he did not know that C++ does not require initialization via "new" keyword or priority queue etc. So how is it the candidate's problem? We are here to get a job for which we prepare for days. He abruptly cut the call after saying something very insensitive. I immediately mailed the recruiter to let him know what transpired but due to recent acquisition of VMware by Broadcom, I am not sure if there will be another interview or what happens next. In any case, please train your interviewers. Nobody deserves to be treated so poorly. There is no need for any arrogance. It is just an interview and we are also looking for good colleagues to work with. Marking it difficult because the interviewer was extremely difficult.

Depends on the hiring team. The common steps across the teams are: 1. Recruitment team approaches candidate and finds CVs 2. Hiring manager (R&D manager of the team that hires) appoints interviewers (usually technical people that report to the hiring manager) 3. Interviews: usually technical and management. Usually the technical is more than 1 set, so that technical level of the candidate is assessed by more than one person. Management interview is conducted by the hiring manager or their delegate (usually a manager that reports to them) and is usually assessing soft skills, motivation, team fit, etc.