their approach does seem to be a recurring issue ...
I've lost count of the number of companies that pull the old "agree anything verbally, then try to get good candidates to agree to something else entirely in writing" trick. They think that if they have made you jump through hoops like paying for flights to interview in a remote location and paying to get a certified copy of a passport they never even asked for, you'll comply as you don't want to lose those sunken costs. In reality, most candidates with options will just say "no thanks", then come on here and warn their peers not to waste their time. Well done for not falling for their obvious black hat recruitment tactics. It was undoubtedly their loss, and they know it.
Assuming each die has 6 sides, there are 6 * 6 possibilities (36). Of these only 4 produce 5 from both being rolled (2 & 3, 3 & 2, 1 & 4, 4 & 1) => (1/36 + 1/36 + 1/36 + 1/36) => 4/36 => 1/9
1/36 * 8 =2/9 since to get 5 you work 1 to 4 on one die as 4 to 1 on the other die then swap them around and do the same, giving you 8 separate possibilities at 1/36 each
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They've taken a leaf out of the consultancy interview book as they asked me to estimate the number of streetlights in the UK. I told them I was going to do this by multiplying various numbers (density, lights per street etc) together, but as to the accuracy of those numbers, I couldn't promise anything. But hey, they asked me to pluck numbers out thin air so that's what I did, but I saw this as pointlessly arbitrary. The interview itself was difficult and awkward as the two people that interviewed me were exceptionally quiet. Because I ended up having to prompt and lead the conversation, at times it felt like I was interviewing them, not the other way round. Fair enough, they were actual software developers, so they were in a good position to judge me, but I felt they were definitely not the best face the company could have presented me with. I also found it utterly perplexing that, given I spent my masters year writing software for clinical MRI scanners, I wasn't asked a single question about my experience, skills, projects etc. In hindsight this perhaps makes sense: lots of other reviews on this site claim that the reason they take inexperienced developers is because experienced ones can see right through them. I'm not claiming to be in the latter camp but I did puzzle me that my experience seemed to be irrelevant to them. Do read the other reviews about this company. One of my friends did end up working there and was fired after just 4 weeks (Nov 2017) following an awkward pub chat with a visibly drunk boss (Hester). No explanation or reason given, just a curt "leave the office within an hour". I have an extremely negative view of this company.
We’re sorry to hear that you didn’t enjoy your interview with our developers, as the majority of candidates find the process interesting and enjoyable. You make a point of claiming that your friend ‘was fired’ after only a month of working with us because of a conversation with our CEO. We would like to respond to this specific point. As you will be aware from our website, and other reviews on Glassdoor, TPP operates a flat hierarchy policy. We make deliberate efforts to be inclusive and involve staff in all decision-making. This includes disciplinary procedures, where colleagues across the company make decisions based on peer feedback. We hate to see people move on, but in the case of the employee you are referring to, a significant number of colleagues raised similar instances of her behaviour falling short of the high standards of respect that employees here should show each other.