good,they asked about protocol and c++ programming,first round is written test second round face to face technical interview.
R Screening: HR or a recruiter reviews resumes to shortlist candidates based on relevant experience, educational background, and specific skills related to embedded systems.
Phone Screening: A brief phone interview to discuss the candidate’s background, interest in the role, and basic qualifications. This may include questions about previous projects or experience with specific tools or technologies.
3. Technical Assessment
Skills Assessment: Candidates might be asked to complete a coding challenge or technical assessment, which could involve writing code for embedded systems, solving problems related to real-time operating systems (RTOS), or debugging existing code.
Online Coding Tests: Platforms like HackerRank or Codility may be used to assess programming skills, particularly in languages relevant to embedded software, such as C or C++.
4. In-Person or Video Interviews
First Round Interview: This typically involves one or more technical interviews with engineers or the hiring manager. Questions may cover:
Embedded Systems Knowledge: Understanding of microcontrollers, peripherals, communication protocols (like SPI, I2C, UART), and embedded software architecture.
Programming Questions: Coding questions focusing on algorithms, data structures, and low-level programming concepts.
Problem Solving: Candidates may be presented with real-world scenarios where they need to troubleshoot or optimize embedded code.
5. Technical Deep-Dive
Design Interviews: Candidates might be asked to design a system or component, illustrating their understanding of hardware-software interaction, memory management, and efficiency considerations.
Behavioral Questions: These may include discussions on past projects, challenges faced, and how they collaborated with hardware engineers or cross-functional teams.
6. Final Interview
Cultural Fit Assessment: A final interview with senior management or team leads to assess the candidate’s alignment with company values and culture.
Advanced Technical Questions: This could involve in-depth discussions on specific technologies or frameworks relevant to the position.
