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Axway api management developer (UTC+3)
Halil Özkan is a technology professional and entrepreneur with an obsession for digital transformation ten years of hands-on experience in API and middleware technologies, more than 20 years of experience in Java, JavaScript technologies, and IT. His passion for digital transformation, Java, JavaScript, and API technologies with his enthusiasm for the enterprise and solution architect consultant roles help organizations transform quickly and unlock data across the enterprise to deliver new business models, increase efficiency throughout the API product, and API economy paradigms. He holds a B.Sc. and an M.Sc. in Computer and Control Technology.
Vetted Axway api management developer in the United States (UTC-5)
I am a senior software engineer, and ex-Googler, with a proven track record of making significant and self-directed contributions to challenging and complex large-scale enterprise backend API services and infrastructure components.
This journey has equipped me with versatile skills in full-stack development, cloud computing, CI/CD pipeline configuration, infrastructure automation, identify/access managment, SSL/TLS Security, implementing monitoring solutions, handling log analysis, system administration, network automation and more.
I am passionate about coding and highly proficient in Python and OOP programming, with a solid understanding of algorithms and data structures. Additionally, I have practical experience in architecture and system design.
Pleasure to collaborate with, and work alongside skilled and professional peers.
Cheers!
**The truth may not always be pleasant, but it is still preferable than lies almost at all times.**
**"The Only Thing Necessary for the Triumph of Evil is that Good Men Do Nothing"**
**Even though I am broke and may die as a result of my odds, I'm not going to give up!**
**FUCK ALL PIGS TRYING TO RUIN OUR FREEDOM AND HUMAN RIGHTS IN THIS COUNTRY!**
**If any of you want to join the fight because you are fed up being scammed by the Indians behind the screens, bitched by those sneaky barstards from the HR of those organizations, bullied/blocked online by their tech partners when you are looking for jobs to apply, looking to connect with people online, looking for good services/products, etc., Whether you are an engineer, executive, lawyer, banker, or even an HR professional, let's talk or meet to see if you can help me in any way, so I can keep fighting them until we get things right, so there will be no more victims!**
**I haven't had any job offers in a year since my last job. After being scammed/fakely interviewed at least 2-3 time a week for almost a year, my pain starts to become anger, I simply want to spew out all of the reasons why I still haven't landed a job?! It's not all about competitions!**
**These are the main causes. There are horrible horrible folks in these organizations below(Even the officers from my unemployment agency frowned on their lying). They should be held accountable for rigging the job market, committing fraud, bullying employees, racism, corrupting competitions/interviews and creating a toxic workplace/culture...**
**The worst of all is they have an ability to fire/lay off people as they please. There are no equal opportunity, no performance-based metrics/methods, and even if they exist, they can easily change your performance by working with their favorite teams to give you a difficult time at work by denying you the resources/access you need to execute your job, as well as cutting off information sharing and collaboration. That was exactly what happened to me at JPMC. My performance has dramatically changed in a short period of time. I was like a goose chaser chasing teammates from oversea teams for weeks/months for the access/resources I needed to finish my tasks. My manager was attempting to help me as he noticed the issue but before he can resolve it. He became preoccupied with a soon-to-be toxic new work environment as a group of people, including a product manager, a product owner, an architect, tech leads (at least 3-4, and leads were continually replacing or promoting due to conflicts and disagreements.), 2-3 agility leads and 3 or more junior developers/interns, were abruptly added to our team. So I gave up and wanted to be transfered to a different team. I applied internal jobs and had multiple interviews with a few teams, and they all seemed to want me, but it all ended at HR. As they mentioned, I was not yet at the one-year employment mark and need my manager's approval. So I wrote a request to HR and tried to get my manager's approval. Not only did HR not handle my request, but they also somehow created a conflict between me and my manager. I had no issue with my manager. My manager is a good manager. He treated everyone equally with respect and recognized my performance when I addressed a critical project issue and rewarded me with a raise. The reason I wanted to move to another team is definitly not because of him. I never complained about my manager, and I still thanked him when I left. I felt sorry for both him and my original teammates. Somehow, I felt that the mess started because of me. I somehow gave drama queens opportunities to make a drama. After months of working in a toxic environment, I couldn't take it any longer and went on leave. Then I got all the negative stuff an employee could possibly get from the HR(As I recall, the written warning prevented me from taking offers from other teams). Not only was I unable to accept offers from other teams after reaching my one-year mark, but the manager was forced to lay me off and let go other original team contributors later after the new project was cancelled.**
**Original team members(5 of us), including myself, are required to put down all of our responsibilities/tasks for developing and maintaining/fixing the current project, which had been ongoing for over 5 years (and they surely can't abandon the project, since many teams were using our project to manage and deploy their SSL certificates. I'm not sure what they did with the project, but it was presumably given to another team) and begin working on the tasks assigned to us by numerous leads, architech, product manager, and product owner. It was a mess! I've never seen a team structured like that at anywhere I worked. Within a couple of months, the project was canceled without even a complete architectual diagram. Everyone that includes me was either transferred to another team, or joined another company after being laid off for no reason.**
**How do teams become HR's favorite teams? Because many teams are made up of low-wage foreign workers who are most likely on employer-sponsored visas or work from oversea. As a result, they are unable to negotiate their salary and must agree with whatever HR requires, even if those requirements are unethical, illicit, or even illegal.**
**That is why foreign workers are the HR department's preferred candidates, especially for senior management/lead positions. It's not just that they can be easily exploited, they're also "loyal" to HR. Note, I'm not saying all foreign workers are awful! They are also victims of HR if it is a bad HR as I have described.**
**Mow your lawn, HR drama queens need to go:**
**Fire or lay them off, so that professinonal workers can return to work! Because they will never change their behaviors.They have practiced numerous methods to ruin employees, teams, eventually departments/companies, and they have also formed their own network to do so, both inside or outside the company. When they spread out like weeds, the situation gets worse, and all the shit ways of treating people/making drama are handed down. The weeds' roots must be removed to stop them.**
**Get rid of the top 10+ drama queens at HR, and you will notice a significant improvement in the poor culture and work force, I promise!**
**Hopefully, all of these nightmares will come to an end and we will be able to return to work.**
\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\* **FAANG Interviews** \*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*
The overall coding interview duration is 45 minutes, however at least 5 minutes must be spent before the interview questions and 5 minutes afterward for the candidate to ask questions. So the actual coding time is 35 minutes or less, depending on how your luck goes. Correct me if I'm wrong. The candidate will have a maximum of 17 minutes and 30 seconds to finish the questions only if the introduction and post questions take no more than 10 minutes. I timed myself to just type out an optimal solution for a medium level question without thinking and without making any mistakes. It takes me about 5 minutes, but if the question is partly written, the candidate is more likely have to ask the interviewer to elaborate and clarify it, which could add at least a few minutes. Let's assume 3 minutes is the minimum; if the interviewer asks you to describe your thoughts and solution while you're coding, that's at least another 3 minutes talk. So this means you have a maximum of 6 minutes to think about your solution, this also includes reviewing any errors you made after you write your solution. Forget about processing from brutal force to best solution. Just write down the best solution as fast as you can.
If your interview situation is as mentioned above, or even better (they will need to bend a rule for you), and you have excellent coding abilities, you should be able to come up with the best solution, write it down, review it, and debug it in 11 minutes or less, You might get your dream job with a great salary. However, if you look carefully, you'll notice that many aspects are outside your control, and they have a significant impact on whether you win or lose. It's like winning the lottery: more than half of your chances depend on luck and how much they like you. Here's why:
1\. The introductory talk could be longer or shorter. It's not up to you.
2\. Each solution for each question could more/less than 5 minutes of typing without thinking and making any mistakes.Medium-level Leetcode problems may be appropriate, but tbh I doubt answers for most hard leetcode problems require less than 5 minutes of typing. What questions you get depends on your luck. I mean, if the solutions to two questions take more than 10 minutes of typing, you're practically out of luck, it's difficult to finish on time by anyone.
3\. If questions are half written down without even a few samples of input and output, you'll need time to ask for all the details. Add that to your luck.
4.There isn't time to explain the solution to the interviewer. If you get the correct answer and have to explain it to the interviewer and walk through it before you can solve the next problem, you won't have time to solve the following one. Take a look at the time of actions listed above and calculate it yourself. You might be out of luck!
5\. Hopefully, you have an intervewer who is articulate and speaks at a good pace , getting straight to the point without misunderstanding you. Misunderstanding each other in a heated moment like this might freeze or fry your brain. Good luck! : )
Do the interviews with FAANG if :
\* You want to beat your ego \*
I used to work at Google. The first thing I heard from the tech lead was that they didn't care about algorithms or data structures. They forgot about it after they left school. I also confirmed this with my FAANG interviewers. Their projects do not make extensive use of the algo/data structures for which you are being tested. Do not get me wrong. Set aside algo/data structures, it's an useful test for your coding skills, as being able to code out the problem in almost unreasonable amount of time requires excellent coding skills. If you pass it, you may have better coding skills than many other engineers in other companies that are less demanding in the coding interview. Because, if you pass, you may have set a new benchmark. Yay! I have interviewed for L4/SDEIII at Google, Principal at Amazon and E6 Meta.
The interview with Meta the second time was awful and extremely unprofessional. They lied to me. I had an interview with them three months ago and have yet to pass the waiting period. A recruiter contacted me, asking if I wanted to be interviewed again. I told her on the phone that I had an interview three months ago and was still waiting. She mentioned that the interviewer was impressed with my performance in the last interview, so they wanted to give me another chance. I accepted the invitation and postponed everything I was doing for weeks, including moving, applying for other jobs, in order to focus solely on studying for the interview, and even had a mock interview with them.(The mock interivew was fantastic. As with my previous interview three months ago, the interviewer for the mock interview was incredibly experienced and knowledgeable. I learned a lot about the coding interview for this round.) Then a few days before the interview, they told me I'm not illegible after I told them I would like to apply to a L5/E5 that could make it easier for me to pass the interview.Because I was tested twice during their interviews, I was able to solve at least one problem; unlike L6/E6, L5/E5 may only have one or two to solve. If the interviewer asks less questions after I have given the correct answer, and I explain my optimal solution to the first problem more quickly, as well as walk through it quickly(you are not supposed to run the code to test it), I might have enough time to complete the second problem if I can solve it. It seemed they didn't want to give me a chance to pass. That is why they didn't place me on a appropriate level in the first place, and why they changed their minds and made my status illegible again when I informed them that I wanted to apply to L5/E5. They seemed to want me to choose either complete the harder one L6/E6 or wait 9 months to apply for a low-paying job that I am unlikely to be interested in. Because I chose to apply L5/E5, I lost the opportunity to be interviewed now.
Another thing to keep in mind is that they will request you to rate their recruiting process at the beginning, not at the end of the process and the rating form will expire even before your schedule your mock interview. Of course, every candidate will most likely give them a positive rating because the opportunity was provided. So did I. However, to me it turned out to be a complete waste of my time and money, which deserves zero star. Honestly, I felt like being scammed in some way and I probaby won't recommend to anyone to apply.
I'm not sure about Microsoft, Apple, Netflix, or Nvidia because I never received an interview invitation regardless of the level of SDE I applied for. lol. I feel burned out, and I honestly don't believe I'm their preferred person to hire. If they wanted to recruit me, they would have discussed a suitable position and compensation. The pay I sought for is far from their top tier, but rather around L4/5 for someone with strong coding abilities and 10+ years of IT experience. It is not unreasonable, but unfornately it has never worked out with any of their FTE positions.
\* They like you for some reason(most important), not your skills/experience \*
I hate to say this, but I bet it's true.
HR has a significant impact on the coding interview process. Because, as discussed above, the quality of your interviewer (speed, clarity, variety of questions, etc.) is critical to your success. The problem is that if your HR coordinator can choose which interviewer to interview you, obviously they can influence the outcome of the interview. The HR process is designed to facilitate the interview process but not to make business decisions or affect on the outcome of the interviews.
Similarly to how the interview questions must be carefully chosen, pre-approved, and confidential until the interview time arrives, the interviewer should be treated in the same way to ensure the process is not biased and modified away from the design. By automating the process with automated tools, it is possible that HR will not need to know the name of the interviewer and interviewee while requesting, arranging interviews and passing on the feedback.
Scams exist because of ambiguous and confusing rules/process. Perhaps by doing so, businesses will be able to effectively prevent frauds, bias, and corrupted interivews inside the fuzzy hiring process in the labor market, as well as tear down the wall formed by the flawed HR procedure. I believe there are many talented and skilled people in our countries, and our companies simply need to reform/improve the current hiring process to provide fair opportunities for all and save the labor market from being destroyed by favoritism, unfair competition, and a corrupted/manipulated hiring process.
FAANG jobs often do not involve considerable understanding of algorithms/data or Leetcode problem solving techniques. You are studying a different skill set only for the sake of passing the interview. If you pass, you could get the job if they like you. If you don't, they can hire someone else who did not pass the interview to do the same job. This gives an excuse not to hire someone with exceptional coding abilities who might fail the exam due to a lack of "the luck" discussed above, but they can still hire those with none or very limited knowledge of algorithms/data structures who doesn't have exceptional coding abilities as required in the interview and will almost certainly fail the coding test or workers of any quality to do the job through various types of hiring, as long as they are on the fav list/hiring agenda. However, the quality of the code could make a significant difference. That's where most bugs originate from. Because of faulty logic/design/architecture/configeration, the code frequently needs to be rewritten entirely, and the impact could be massive if the code is released and used elsewhere. Not to mention the security flaws/vulnerabilities that bugs produce.
\* You can afford expensive Lottery tickets \*
If you are young, time and money aren't a major concern. Then find FAANG companies that like you and can offer you a fair opportunity in the long interview process, then it can be worth spending months/years to study something you will not use much at work and look for a result.
\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\***JPMC Interviews**\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*
**HR == Don't forget the TOXIC Drama Queen!**
I'm wondering if HR selects my resume and then sends it to the teams they choose for me, or if teams receive my resume as soon as I apply? While the latter option would be better, it appears that the first choice. Because that is what happened below. I've also noticed that the interviewers for all of the teams I've interviewed with are all Indians and oddly my interviews with non-Indian interviewers were all canceled due to unknown reasons. Someone appears to be creating drama by putting me on the interviews with hiring managers who show little interest in me during the interview or having me interview with someone who is hostile/crazy thus creating drama between me and Indians.
March, 2024
I've been interivewed for a month with almost 10 teams.
Here we go:
I'm curious why they keep removing job postings where I'd be a good fit soon after I applied but put me in interviews for jobs that aren't even in my typical stack or canceled the job without explanation after the resume was evaluated, offer was discussed and interviews was scheduled, and why they are delaying hiring process while quickly filling positions where I'd be a good fit and the hiring teams are very interested in interviewing me.
They removed many job postings I applied but didn't update my status. Strangely, those removed job postings are still in my active job application list with the status of "Under Review" on their site, but when I click on them, I get a page saying that the position is no longer available.
If you do not want me to apply for your jobs, then do not interfere with my interviews/job search/networking and don't ever touch my linkedin again(Tell your partner to recover my linkedin account or let me create a new one)
It's difficult to tell what the job is from their generic job postings. Not to mention what the requirements are. Got rejected from the interviews were not technical nor professional. I received an illegal question, such as "where I was born". Dang!
\[ I've lived in the states for nearly as long as I've lived in my birthplace. America is my second home and my country, where I received my advanced education—the best education of my life. It seems I became a citizen a long time ago, and I don't recall all of the oaths in the ceremony, but I do remember some words: "Our traditions are your traditions." "Your traditions are ours..." One of the most important traditions I learnt here that I will never forget is "Life, Liberty, and the Pursuit of Happiness". It has become a tradition for me since I first learnt it, and it will continue to be so for as long as I live, despite the fact that I have to fight my way to keep them from being destroyed by either bitches/scrumbags here or outside of the country. Because I love and really believe in the traditions that built this country, which has protected all of us and provided incredible opportunities for all of us, whether born here or arrived here legally, and it is possible to make an amazing life here through hard work and talent but not via theft, scam, bullying, or racism, as long as we continue to honor the traditions. This may not be possible in other countries. That's why we do not want evil individuals, organizations, or governments to take our traditions away from us. \]
May 6, 2024:
Just had an extremely low-quality ridiculous interview:
I was interviewed as a lead with a security engineer manager **Dhira Kaleeswaran** and her technical assistant(Another person will perform the coding interview for her) for her team at Plano, TX.
The interviewer blamed me and nearly yelled at me during the interview for not being able to join the Zoom coding session because of technical difficulties(I was able to only join from my phone) and for not knowing that I needed to share my computer screen in order to continue with the interview. When I asked if I could reschedule due to the technical issues and unexpected requirements, she brought the HR interview scheduler on the call to resolve the technical concerns. She seemed very unreasonable/insane, suggesting that I either complete the interview today no mattter what or be removed from consideration. Of course, the HR scheduler had no idea what or how to address the technical issue. Like me, she didn't seem to know what this interview was about or what the prerequisites were for the interview. As a result, the interview couldn't proceed and couldn't be rescheduled, my application was no longer being considered.
I only had 30 minutes to meet with the hiring manager, so I never thought about the possibility of a coding session—that wouldn't be appropriate for a professional interview as it'd be way too short if adding an coding session. Even though I was given very short notice via email (an hour or so before the interview) that they might extend the interview to an hour if needed, but I was still not told if I needed to prepare in any manner for screen sharing or for any other reason. How am I supposed to know what I should do to prepare for the unexpected new interview requirements?
In addition, asking candidates to share their screen in order to move forward with the coding interview without providing advance notice is very disrespectful about the candidate's data privacy and security. I have taken numerous professional technical coding interviews, including FAANG, and I have never been asked to share my screen—in fact, I don't even have screen sharing software installed on my computer(and I will not allow anyone complete disk/folder access to my computer remotely without being properly prepared). How is it possible that a security team manager has no concerns about personal data security and privacy?
**Clearly, she has no intention of hiring me and rather wanted to embarrass/insult me by assuming she will succeed if I am unprepared.** Another thing to note is that my subsequent rounds of interviews with her supervisors (senior managers and executives) were already scheduled prior to hers. The next round is normally scheduled once you pass the current interview. This indicates that managers, executives, leaders, and engineers at the bank are confident in my abilities, either because they have seen my code (I used to work there and wrote a lot of code) or because they are familiar with me/my code from previous jobs I've had, and I've also been talking at the interviews there over the last month with many other teams. However, it was shocking to me, and probably to them, that the interviewer for this round acted in such an unprofessional and very strange way. I had never met her before and knew nothing about her. There is no need for her to do such things unless she has been told to do so or she is mentally unstable : (
4/30/2024 - 6/11/24
I believe JPMC has decent recruiters, however the "Drama Queens" mentioned above continue to make it difficult for talented/experienced people to get hired. They were trying so hard, it became exceedingly evident that they were doing awful things they are not supposed to do and should be held accountable for their wrongdoings. Below is what has been going on.
There have always been two teams, each with a recruiter reaching out to me one after the other, as if they were competing to hire me. However, one team is serious about hiring me, while the other team is only interested in sabotaging my interview and preventing me from being recruited by the other team. This happened in the exact same way 3 times now. Usually the team looking to hire me has contacted me first, then shortly after completing my recruiter call and awaiting an interview to be scheduled, another recruiter from another team will approach me for a separate position. If I don't respond to the second/fake interview invitation, the fake interview recruiter will pursue me like boys chasing girl, pestering me with emails/cold calling me, and despite the fact that I have not confirmed my interest in the position, she will continue proceed regardless and have the scheduler contact me to inquiry about my availability. This is not a typical/normal behavior for a recruiter? Finally, if I do not succeed in the interview with the first team, the phony interview recruiter will abruptly stop pursuing me, despite the fact that I expressed interest in their job offer, and no interviews will be scheduled. This is definitely not normal! All of this chasing is obviously geared on stopping my interviews with the first team. This happened 3 times in a row in the past month. Unbelievable!
I apologize for listing everyone involved in the process, however, sometimes if we want to find out the truth and address the issues, so that more people can be hired and being treated equally and respectfully, we may need to record everything so that we can analyze it and determine what happened and why. If you ever catch "Drama Queen" doing something wrong, they'll claim they didn't know anything and were making foolish mistakes by accident, but why do so many stupid mistakes keep happening?! As a result, those who should be hired are not getting hired. The work that should be done is not being completed. Should businesses continue to pay for repeated foolish mistakes? Should everyone else continue to waste their time and be traumatized as a result of all the nonsense? Or should we change that? Stop the lies/scams and nonsense, and hold the drama queens accountable for their actions. Return to normal working environment and culture! Can someone please help fix the harassing shit? Just fire or isolate the drama queens who have no skills and can do nothing but make drama, harrass people and prevent them from performing their job tasks or being hired to do the job.
**How many dirty tricks/interview scams do I have to take? When will this shit end? Why can't these filthy cunts/douches be fired for destroying other people's lives? How many good employees were unjustly fired due of them, and their career was damaged in their corrupt networks(organizations with which they have a partnership or for whom they previously worked. I'm not sure if anyone has worked for JPMC their entire career. Most people have worked at other companies before joining, unless they are interns with no job experience). You'll be surprised at how they collude with one another.**
**Over the past three years, I have dealt with trash like this. It's difficult, in my opinion, not to curse at those. I apologized for that! They appear to be non-human, only wanting the worst to happen to people and not giving anyone any break. Anyone could become misanthropic if having to put up with their shit for very long.**
\=============== Yet Another Two teams ===================
Team 1
JPMorgan Chase Videoconference Interview Request
Tumacay, Stef [stef.tumacay@chase.com](mailto:stef.tumacay@chase.com)
Tue, Jul 30, 1:35 PM (3 days ago)
to me, Padmasana("Sarkar, Padmasana" [padmasana.sarkar@jpmchase.com](mailto:padmasana.sarkar@jpmchase.com))
Hello, Qiong M.
We would like to invite you for a **videoconference interview through Zoom** for the **Lead Software Engineer-Python (210528341)** position!
Could you please let me know your availability over the next few days for a 60-min meeting?
I will coordinate with the team and be back in touch with you.
_Participants are not permitted to make any recording, take screenshots or post any part of this Interview call/Meeting without a prior written consent from JPMorgan._
_We are an inclusive employer committed to maintaining an accessible recruitment process. If you require an accommodation in order to participate in the interview process, complete the application or take an assessment,_
_please let me know what I can do to assist you._
Thank you,
Regards,
**Stef**
**Stef Tumacay** | **New Joiner Servicing – Employee Digital & Service Experience| HR Specialty Svc Spec. III - Interview Coordinator |** JPMorgan Chase & Co **|** 8th Floor JPMC Tower 38th Street corner 9th Ave, Bonifacio Global City, Taguig City, Philippines 1632
\*Email: [stef.tumacay@chase.com](mailto:stef.tumacay@chase.com)
[prowork.dev1010@gmail.com](mailto:prowork.dev1010@gmail.com)
Thu, Aug 1, 11:56 AM (4 days ago)
to Stef
Hi,
Please see my availability below
08/02, 10AM - 4PM CDT
08/05-08/06, 10AM - 4PM CDT
Best,
Qiong
Stef, the recruiter, called me at 1:37pm CDT on Friday, 08/02/204, and asked if she could schedule the interview at 9am CDT instead of 10am CDT, which I gave to her earlier. I accepted. Shortly after receiving her interview invitation, I almost immediately received another invite from team2(Delgado, Marie Fe C [mariefe.c.delgado@chase.com](mailto:mariefe.c.delgado@chase.com) to:devqm [prowork.dev1010@gmail.com](mailto:prowork.dev1010@gmail.com)
cc:"Werde, Zachary" [zachary.werde@jpmchase.com](mailto:zachary.werde@jpmchase.com)
date:Aug 2, 2024, 12:14 PM) This is certainly a repeating pattern and not a coincidence anymore. It is recurring because it was successful. I won't be able to get hired if they manipulate the procedure. Brilliant people in JPMC! Let some stupid HR assholes dictate your business!
I thought it would be a technical interview because it was scheduled for an hour, but it was not. I asked one of the interviewers when I could expect to go through the final technical round if I was selected. He advised it is up to HR to decide a time. I was surprised because I had been told by recuiters from HR that it depends on the interviewers' availability. Primary interview question: a list of the libraries and dependencies I utilized for my project a year ago. They don't seem to have reviewed my résumé. They were not aware that, as a result of my employment with JPMorgan, I had not worked for a year following my termination from Bank of America. How am I expected to recall that? Why am I required to remember all of that? As a matter of fact I've never been asked a question like that. That explains, I suppose, why it was a non-technical interview that was arranged by HR once more, the same HR that set up my wrongful layoff, over a year of unemployment because I was blacklisted in their shit HR network, and my stress at work in the toxic environment they created, as well as my year-long illness/survival from COVID after being scammed into traveling to New York for a day's in-person interview for a "good paid" job that lasts less than 8 months. So it's nothing wrong to get my well-paying job back, and tell those cruel mean folks that they can't keep getting away from their wrongdoings to hurt people who have less privilege than them.
JPMorgan Chase Zoom Videoconference Interview Confirmation
Tumacay, Stef
Fri, Aug 2, 11:43 AM (3 days ago)
to me, Padmasana
Hello Qiong.
Thank you for providing your availability! Your interview has been confirmed for the following date(s) and time(s).
Please note that I have set up your videoconference as a “Zoom video session.” Kindly follow the directions below to
set up the session prior to your meeting and to test your connection. For the best quality, please connect with Wi-Fi
and in a quiet location.
After your interview, your recruiter Padmasana Sarkar ([padmasana.sarkar@jpmchase.com](mailto:padmasana.sarkar@jpmchase.com)) will be in touch with you to provide feedback and/or possible next step(s).
**Interview Schedule**
**Date**
**Time**
**Interviewer(s)**
**Requisition title and number**
**Location**
**Monday,**
**August 5, 2024**
**9:00 AM – 10:00 AM CT**
**Dario Sebastian Arizabalo**
Vice President
Lead Software Engineer
**Hernan Luciano Danielan**
(He/Him/His)
Vice President
Product Manager
Lead Software Engineer-Python
(210528341)
**Via Zoom App**:
Enter Meeting ID 920 6839 4581
**Passcode: 020524**
\*To review the job description, you may visit [www.jpmorgan.com/careers](http://www.jpmorgan.com/careers). Select explore opportunities under experienced professional, then populate the requisition number.
**How to Join a Zoom Videoconference**
* **Click on the attached file for the Zoom dial in instructions.**
* **Join with the Zoom application:**
1. Open the Zoom app from your personal device (mobile phone, tablet, PC or Mac)
2. Select Join
3. Enter Meeting ID (mentioned above)
4. Select Join
5. Please do not click on Sign In, instead select NOT NOW, you will be directed to a meeting room and wait for the manager to accept you
* **Join** **from the JPMorgan Chase office via video desk phone or Telepresence**:
Dial \*\* directly followed by Meeting ID and select Call
* \*\*No access to video? Join from your phone:
\*\*U.S. International Toll: +1-646-876-9923Enter Meeting ID and select #
* **Test your connection here: [Test Link](https://support.zoom.us/hc/en-us/articles/115002262083-Joining-a-test-meeting)**
**This email serves as confirmation of the interview. Please feel free to contact me if you have any questions**.
**Interview Day Reminder:**
* For any last minute emergencies such as delays, please email me marking your email as urgent.
_Participants are not permitted to make any recording, take screenshots or post any part of this Interview call/Meeting without a prior written consent from JPMorgan._
We look forward to the meeting!
Thank you,
Regards,
**Stef**
**Stef Tumacay** | **New Joiner Servicing – Employee Digital & Service Experience| HR Specialty Svc Spec. III - Interview Coordinator |** JPMorgan Chase & Co **|** 8th Floor JPMC Tower 38th Street corner 9th Ave, Bonifacio Global City, Taguig City, Philippines 1632
\*Email: [stef.tumacay@chase.com](mailto:stef.tumacay@chase.com)
Team 2
JPMorgan Chase Videoconference Interview Request
Delgado, Marie Fe C
Thu, Aug 1, 1:31 PM (18 hours ago)
to
from:Delgado, Marie Fe C [mariefe.c.delgado@chase.com](mailto:mariefe.c.delgado@chase.com) to:date:Aug 1, 2024, 1:31 PMsubject:JPMorgan Chase Videoconference Interview Requestmailed-by:chase.comsigned-by:chase.comsecurity:📷 Standard encryption (TLS) [Learn more](https://support.google.com/mail?hl=en&p=tls)📷:Important according to Google magic.
Hello.
We would like to invite you for a **videoconference interview through Zoom** for the Lead Security Engineer (210500411) position!
Could you please let me know your availability in the next 2 weeks for a 45 minute meeting?
I will coordinate with the team and be back in touch with you.
_Participants are not permitted to make any recording, take screenshots or post any part of this Interview call/Meeting without a prior written consent from JPMorgan._
_We are an inclusive employer committed to maintaining an accessible recruitment process. If you require an_
_accommodation in order to participate in the interview process, complete the application or take an assessment,_
_please let me know what I can do to assist you._
Thank you,
**Marie Fe C. Delgado | New Joiner Servicing – Employee Digital & Service Experience| HR Specialty Svc Spec. IV – Interview Coordinator** | JPMorgan Chase & Co\*\*.\*\* | 38th Street corner 9th Avenue, Uptown Bonifacio, Floor 08, Taguig City, MANILA, 1634, Philippines **| \*Email: [mariefe.c.delgado@chase.com](mailto:mariefe.c.delgado@chase.com)**
Delgado, Marie Fe C
Hi Marie Fe C,
Please see my availability below.
08/07 - 08/09, 10AM CDT - 4PM CDT
08/12, 10AM CDT - 4PM CDT
Best,
Qiong
Fri, Aug 2, 12:14 PM (2 days ago)
to **Zachary**, me
Delgado, Marie Fe C [mariefe.c.delgado@chase.com](mailto:mariefe.c.delgado@chase.com) to:devqm [prowork.dev1010@gmail.com](mailto:prowork.dev1010@gmail.com)
cc:"Werde, Zachary" [zachary.werde@jpmchase.com](mailto:zachary.werde@jpmchase.com)
date:Aug 2, 2024, 12:14 PMsubject:JPMorgan Chase Zoom Videoconference Interview Confirmation
Hello Qiong,
Thank you for providing your availability! Your interview has been confirmed for the following date(s) and time(s).
Please note that I have set up your videoconference as a “Zoom video session.” Kindly follow the directions below to
set up the session prior to your meeting and to test your connection. For the best quality, please connect with Wi-Fi
and in a quiet location.
After your interview, your recruiter will be in touch with you to provide feedback and/or possible next step(s).
**Interview Schedule**
**Date**
**Time**
**Interviewer(s)**
**Requisition title and number**
**Videoconference**
Friday
August 9, 2024
3:00 PM – 3:45 PM **CENTRAL TIME**
**Thomas M Pratt** (He/Him/His)
Executive Director
Director of Security Engineering
**Michael Ringer**
Vice President
Sr Lead Cybersecurity Architect
Lead Security Engineer (210500411)
**Via Zoom App**:
Enter Meeting ID **992 4944 3175**
**Passcode: 020524**
**The interviewer questions are completely different than the requirements in the job description. I was not asked about my Python experiences at all but in the job description it requires advanced Python experience. I was asked if I have build Saas application from the scratch then he mentioned this is not a traditional software development work. It's a little bit everything: design, develop, config, onboard, secure applications, security engineer, etc. He said no one has ever done this before and no pattern to follow, you need to create your own solutions. Even though the requirements in the description are quite clear about the skills/experience needed, he couldn't clarify the requirements as he mentioned the project doesn’t even exist yet. It sounded much like the new project they started and moved everyone from my old team to the project, then the project canceled shortly due to no requirements or unachievable requirements and laid off everyone. It's clear that whoever is responsible for this BS only knows how to do things in a certain way by following a pattern. That's presumably why the same BS continues popping up. However, do we have to keep taking such BS? Why can't anyone stop it?**
Lead Security Engineer (210500411) position!
Take on a crucial role where you'll be a key part of a high-performing team delivering secure software solutions. Make a real impact as you help shape the future of software security at one of the world's largest and most influential companies.
As a Lead Security Engineer at JPMorgan Chase within the Cybersecurity Organization, you are an integral part of team that works to deliver software solutions that satisfy pre-defined functional and user requirements with the added dimension of preventing misuse, circumvention, and malicious behavior. As a core technical contributor, you are responsible for carrying out critical technology solutions with tamper-proof, audit defensible methods across multiple technical areas within various business functions.
Job responsibilities
\* Executes creative security solutions, design, development, and technical troubleshooting with the ability to think beyond routine or conventional approaches to build solutions and break down technical problems
\* Develops secure and high-quality production code and reviews and debugs code written by others
\* Minimizes security vulnerabilities by following industry insights and governmental regulations to continuously evolve security protocols, including creating processes to determine the effectiveness of current controls
\* Works with stakeholders and business leaders to understand security needs and recommend business modifications during periods of vulnerability
\* Conducts discovery, vulnerability, penetration testing, and threat scenarios on multiple organizational assets to identify and assess if vulnerabilities are present, and executes threat modeling for multiple applications including external applications interacting with the internal JPMorgan Chase network
\* Adds to team culture of diversity, equity, inclusion, and respect
Required qualifications, capabilities, and skills
\* Formal training or certification on Cybersecurity concepts and 5+ years applied experience. In addition, demonstrated coaching and mentoring experience
\* Hands on experience securing SaaS applications with knowledge of SaaS-related controls.
\* Advanced experience in Python
\* Experience with API development
\* Experience onboarding applications to SIEM platforms (Security information and event management)
\* Knowledge and experience ensuring Engineering work satisfies Software Development Life Cycle standards
\* Skilled in planning, designing, and implementing enterprise level security solution
\* Proficient in all aspects of the Software Development Life Cycle
\* Advanced understanding of agile methodologies such as CI/CD, Application Resiliency, and Security
\* Experience with threat modeling, discovery, vulnerability, and penetration testing
\* In-depth knowledge of the financial services industry and their IT systems
Preferred qualifications, capabilities, and skills
\* Experience implementing SSPM controls in large scale SaaS networks (SaaS Security Posture Management platforms)
\* Working knowledge and experience with JIRA for project management
\* Experience effectively communicating with senior business leaders
Another Team 2
from:Caga, Vernadette J [vernadette.j.caga@jpmorgan.com](mailto:vernadette.j.caga@jpmorgan.com) to:devqm [prowork.dev1010@gmail.com](mailto:prowork.dev1010@gmail.com)
date:Aug 9, 2024, 11:27 AMsubject:JPMorgan Chase Videoconference Interview Requestmailed-by:jpmorgan.comsigned-by:jpmorgan.comsecurity:📷 Standard encryption (TLS) [Learn more](https://support.google.com/mail?hl=en&p=tls)📷:Important according to Google magic.
Caga, Vernadette J
Fri, Aug 9, 11:27 AM (4 days ago)
to me
Hello, **Qiong**.
We would like to invite you for a **videoconference interview through Zoom** for the role:
**210540185 | Senior Lead Software Engineer - Python.**
**Trenton Telge** will meet you for **30 minutes**. May I know your availability for the next two weeks with the time zone you follow?
I will coordinate with the team and be back in touch with you.
_Participants are not permitted to make any recording, take screenshots or post any part of this Interview call/Meeting without a prior written consent from JPMorgan._
_We are an inclusive employer committed to maintaining an accessible recruitment process. If you require an accommodation in order to participate in the interview process, complete the application or take an assessment, please let me know what I can do to assist you._
Thank you,
**Vernadette June Caga | New Joiner Servicing – Employee Digital & Service Experience | HR Specialty Svc Spec. IV – Interview Coordinator |** JPMorgan Chase & Co. **|**
38th Street corner 9th Avenue, Uptown Bonifacio, Floor 08, Taguig City, MANILA, 1634, Philippines
\*Email: [vernadette.j.caga@jpmorgan.com](mailto:vernadette.j.caga@jpmorgan.com)
devqm [prowork.dev1010@gmail.com](mailto:prowork.dev1010@gmail.com)
Fri, Aug 9, 1:58 PM (4 days ago)
to Vernadette
08/12- 08/16, 10am - 4pm CDT
Qiong
As of today, 08/16, nothing is scheduled.
Team 2
JPMorgan Chase Videoconference Interview Request
Raynes, Bryan
Aug 15, 2024, 5:30 AM (1 day ago)
to
from:Raynes, Bryan
Bank of America
Vetted Axway api management developer in the United States (UTC-8)
Experienced **Senior Technical Leader**with over **15 years of expertise** in implementing, driving **software innovation**and managing complex projects. Specializes in **C++, Python, DevOps (Automation), Cloud (AWS & Azure), Full-stack Web and Generative AI**. Proven track record in delivering rapid POCs, implementing **Strategic Product Roadmaps**, **GAP Analysis, Stakeholder Management**, **Team Performance**and **Aligning Team focus with sprint/project vision and goals**. As a Principal Engineer and Enterprise Architect (TOGAF Candidate), I am adept at bridging technical and business strategies to create impactful solutions.
ASML
Vetted Axway api management developer in the United States (UTC-7)
Strong technology leader with hands-on experience scaling ventures and scaling engineering functions in large fortune companies. I have a strong background in software design, backend programming, distirbuted systems, machine learning, model-training, AI Agent development, big data engineering, cloud computing, and I also pioneered test-driven DevOps.
PayPal
Vetted Axway api management developer in the United States (UTC-7)
20+ years of hands-on engineering experience in building web products and leading distributed engineering teams. Launched several platforms from zero to one ranging from marketplaces to CMSs, and B2B and B2C SaaS products. Leveraged side projects as a learning opportunity to grow my skill set.
Google
Vetted Axway api management developer in the United States (UTC-4)
Senior Software Engineer looking for interesting problems.
PNC Bank
Vetted Axway api management developer in Germany (UTC+1)
Experienced Software Development Engineer with a strong background in Java/Kotlin development, microservices architecture, and AWS.
Miro
Vetted Axway api management developer in the United States (UTC-5)
I am a seasoned software engineering consultant, president of a consulting firm, and online adjunct instructor with expertise in software development, project management, and IT solutions. My experience includes roles as a director of technology, senior software engineer, and project manager, utilizing a wide range of technologies and frameworks. My educational background includes a Master of Science in Information Systems Management and Software Engineering, along with a Bachelor of Science in Business Administration in Business Computer Information Systems. My goal is to make technology work for you. From custom software solutions to enhancing existing systems, let me provide my expertise and experience to improve your organization to reduce costs and maximize output.
Vetted Axway api management developer in the United States (UTC-5)
With 7+ years as a full-stack developer, I bring creative solutions to the table, whether it’s building dynamic web apps or solving complex coding challenges. Passionate mentor, always ready to teach and learn with others!
Vetted Axway api management developer in the United States (UTC-7)
Accomplished and results-oriented Lead Software Engineer with over 11 years of experience in designing, developing, and managing sophisticated applications using Java and related technologies. Adept at leading cross-functional teams and implementing agile methodologies to deliver high-quality software solutions on time and within budget. Proven expertise in various Java frameworks such as Spring, Hibernate, and Java EE, coupled with a deep understanding of scalable and performance-critical systems. Demonstrated ability to innovate and maintain a high degree of technical knowledge and skill, contributing to the successful completion of complex projects. Seeking an opportunity to drive forward-thinking solutions in a challenging environment.
Discover more freelance Axway api management developers today
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How to use Arc
1. Tell us your needs
Share with us your goals, budget, job details, and location preferences.
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Connect directly with your best matches, fully vetted and highly responsive.
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Decide who to hire, and we'll take care of the rest. Enjoy peace of mind with secure freelancer payments and compliant global hires via trusted EOR partners.
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Arc helps you build your team with our network of full-time and freelance Axway api management developers worldwide, spanning 190 countries.
We assist you in assembling your ideal team of programmers in your preferred location and timezone.
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FAQs
Why hire an Axway api management developer?
In today’s world, most companies have code-based needs that require developers to help build and maintain. For instance, if your business has a website or an app, you’ll need to keep it updated to ensure you continue to provide positive user experiences. At times, you may even need to revamp your website or app. This is where hiring a developer becomes crucial.
Depending on the stage and scale of your product and services, you may need to hire an Axway api management developer, multiple developers, or even a full remote developer team to help keep your business running. If you’re a startup or a company running a website, your product will likely grow out of its original skeletal structure. Hiring full-time remote Axway api management developers can help keep your website up-to-date.
How do I hire Axway api management developers?
To hire an Axway api management developer, you need to go through a hiring process of defining your needs, posting a job description, screening resumes, conducting interviews, testing candidates’ skills, checking references, and making an offer.
Arc offers three services to help you hire Axway api management developers effectively and efficiently. Hire full-time Axway api management developers from a vetted candidates pool, with new options every two weeks, and pay through prepaid packages or per hire. Alternatively, hire the top 2.3% of expert freelance Axway api management engineers in 72 hours, with weekly payments.
If you’re not ready to commit to the paid plans, our free job posting service is for you. By posting your job on Arc, you can reach up to 450,000 developers around the world. With that said, the free plan will not give you access to pre-vetted Axway api management developers.
Furthermore, we’ve partnered with compliance and payroll platforms Deel and Remote to make paperwork and hiring across borders easier. This way, you can focus on finding the right Axway api management developer for your company, and let Arc handle the logistics.
Where do I hire the best remote Axway api management developers?
There are two types of platforms you can hire Axway api management programmers from: general and niche marketplaces. General platforms like Upwork, Fiverr, and Gigster offer a variety of non-vetted talents unlimited to developers. While you can find Axway api management developers on general platforms, top tech talents generally avoid general marketplaces in order to escape bidding wars.
If you’re looking to hire the best remote Axway api management developers, consider niche platforms like Arc that naturally attract and carefully vet their Axway api management developers for hire. This way, you’ll save time and related hiring costs by only interviewing the most suitable remote Axway api management developer candidates.
Some factors to consider when you hire Axway api management developers include the platform’s specialty, developer’s geographical location, and the service’s customer support. Depending on your hiring budget, you may also want to compare the pricing and fee structure.
Make sure to list out all of the important factors when you compare and decide on which remote developer job board and platform to use to find Axway api management developers for hire.
How do I write an Axway api management developer job description?
Writing a good Axway api management developer job description is crucial in helping you hire Axway api management programmers that your company needs. A job description’s key elements include a clear job title, a brief company overview, a summary of the role, the required duties and responsibilities, and necessary and preferred experience. To attract top talent, it's also helpful to list other perks and benefits, such as flexible hours and health coverage.
Crafting a compelling job title is critical as it's the first thing that job seekers see. It should offer enough information to grab their attention and include details on the seniority level, type, and area or sub-field of the position.
Your company description should succinctly outline what makes your company unique to compete with other potential employers. The role summary for your remote Axway api management developer should be concise and read like an elevator pitch for the position, while the duties and responsibilities should be outlined using bullet points that cover daily activities, tech stacks, tools, and processes used.
For a comprehensive guide on how to write an attractive job description to help you hire Axway api management programmers, read our Software Engineer Job Description Guide & Templates.
What skills should I look for in an Axway api management engineer?
The top five technical skills Axway api management developers should possess include proficiency in programming languages, understanding data structures and algorithms, experience with databases, familiarity with version control systems, and knowledge of software testing and debugging.
Meanwhile, the top five soft skills are communication, problem-solving, time management, attention to detail, and adaptability. Effective communication is essential for coordinating with clients and team members, while problem-solving skills enable Axway api management developers to analyze issues and come up with effective solutions. Time management skills are important to ensure projects are completed on schedule, while attention to detail helps to catch and correct issues before they become bigger problems. Finally, adaptability is crucial for Axway api management developers to keep up with evolving technology and requirements.
What kinds of Axway api management programmers are available for hire through Arc?
You can find a variety of Axway api management developers for hire on Arc! At Arc, you can hire on a freelance, full-time, part-time, or contract-to-hire basis. For freelance Axway api management programmers, Arc matches you with the right senior developer in roughly 72 hours. As for full-time remote Axway api management developers for hire, you can expect to make a successful hire in 14 days. To extend a freelance engagement to a full-time hire, a contract-to-hire fee will apply.
In addition to a variety of engagement types, Arc also offers a wide range of developers located in different geographical locations, such as Latin America and Eastern Europe. Depending on your needs, Arc offers a global network of skilled software engineers in various different time zones and countries for you to choose from.
Lastly, our remote-ready Axway api management developers for hire are all mid-level and senior-level professionals. They are ready to start coding straight away, anytime, anywhere.
Why is Arc the best choice for hiring Axway api management developers?
Arc is trusted by hundreds of startups and tech companies around the world, and we’ve matched thousands of skilled Axway api management developers with both freelance and full-time jobs. We’ve successfully helped Silicon Valley startups and larger tech companies like Spotify and Automattic hire Axway api management developers.
Every Axway api management developer for hire in our network goes through a vetting process to verify their communication abilities, remote work readiness, and technical skills (both for depth in Axway api management and breadth across the greater domain). Additionally, HireAI, our GPT-4-powered AI recruiter, enables you to get instant candidate matches without searching and screening.
Not only can you expect to find the most qualified Axway api management engineer on Arc, but you can also count on your account manager and the support team to make each hire a success. Enjoy a streamlined hiring experience with Arc, where we provide you with the developer you need, and take care of the logistics so you don’t need to.
How does Arc vet a developer’s Axway api management skills?
Arc has a rigorous and transparent vetting process for all types of developers. To become a vetted Axway api management developer for hire on Arc, developers must pass a profile screening, complete a behavioral interview, and pass a technical interview or pair programming.
While Arc has a strict vetting process for its verified Axway api management developers, if you’re using Arc’s free job posting plan, you will only have access to non-vetted developers. If you’re using Arc to hire Axway api management developers, you can rest assured that all remote Axway api management developers have been thoroughly vetted for the high-caliber communication and technical skills you need in a successful hire.
How long does it take to find Axway api management developers on Arc?
Arc pre-screens all of our remote Axway api management developers before we present them to you. As such, all the remote Axway api management developers you see on your Arc dashboard are interview-ready candidates who make up the top 2% of applicants who pass our technical and communication assessment. You can expect the interview process to happen within days of posting your jobs to 450,000 candidates. You can also expect to hire a freelance Axway api management programmer in 72 hours, or find a full-time Axway api management programmer that fits your company’s needs in 14 days.
Here’s a quote from Philip, the Director of Engineering at Chegg:
“The biggest advantage and benefit of working with Arc is the tremendous reduction in time spent sourcing quality candidates. We’re able to identify the talent in a matter of days.”
Find out more about how Arc successfully helped our partners in hiring remote Axway api management developers.
How much does a freelance Axway api management developer charge per hour?
Depending on the freelance developer job board you use, freelance remote Axway api management developers' hourly rates can vary drastically. For instance, if you're looking on general marketplaces like Upwork and Fiverr, you can find Axway api management developers for hire at as low as $10 per hour. However, high-quality freelance developers often avoid general freelance platforms like Fiverr to avoid the bidding wars.
When you hire Axway api management developers through Arc, they typically charge between $60-100+/hour (USD). To get a better understanding of contract costs, check out our freelance developer rate explorer.
How much does it cost to hire a full time Axway api management developer?
According to the U.S. Bureau of Labor Statistics, the medium annual wage for software developers in the U.S. was $120,730 in May 2021. What this amounts to is around $70-100 per hour. Note that this does not include the direct cost of hiring, which totals to about $4000 per new recruit, according to Glassdoor.
Your remote Axway api management developer’s annual salary may differ dramatically depending on their years of experience, related technical skills, education, and country of residence. For instance, if the developer is located in Eastern Europe or Latin America, the hourly rate for developers will be around $75-95 per hour.
For more frequently asked questions on hiring Axway api management developers, check out our FAQs page.